Principal Talent Partner, US Hiring Lead (Contract-to-Perm)

Move•Mountain View, CA

8d•$150,000 - $200,000•Hybrid

About The Position

As a Principal Talent Partner, you will play a pivotal role in building world-class technical and product teams for some of the fastest-growing tech companies. You will be embedded directly within a client, leading and accelerating US hiring for a VC-backed, hyper-growth technology company building category-defining products out of Mountain View. This is the founding recruiting seat on the ground in the US, and you will own it. You will report into a founder-led leadership team that cares deeply about hiring, and you will set the standard for how recruiting runs across the US business. Supported by a squad of sourcing and delivery specialists, you will combine deep technical curiosity with consultative partnership and a delivery-first mindset.

Requirements

Senior, principal, or founding-recruiter experience at a startup or scale-up in a genuine high-growth phase. You have owned outcomes, not handed off candidates.
Proven experience recruiting for Engineering, Data, or Product roles within tech scale-ups or high-growth environments with real exposure to leadership and executive hiring.
Strong understanding of technical hiring landscapes — from modern engineering stacks to data and product org design.
Executive presence and resilience. You back yourself, you push back when a search is not scoped to win, and you can carry a room with founders.
AI fluency that goes well beyond prompting for the odd email. You have built workflows, reports, or systems that change how recruiting runs.
A track record of building or improving a recruiting function or system, not just contributing to one.
Comfort operating with autonomy and speed, including making the call in the moment when a hire is on the line.
US-based and able to be in Mountain View three days a week.

Nice To Haves

A technical educational background, for example computer science, that lets you hold credible conversations with technical candidates.
Experience with a modern ATS (Ashby a plus) and interview-intelligence tools such as Metaview. We care more about the instinct to use tools well than the specific logos.

Responsibilities

Own all US hiring as the lead recruiter on the ground: around 30 roles, the majority technical, alongside senior leadership and executive searches.
Bring time-to-hire down from over 100 days, lift offer acceptance, and build pipelines that do not depend on inbound, because inbound is not enough at this level and you will source the talent yourself.
Build the US recruiting function from the ground: the process, the systems, the bar.
Earn the leadership team's confidence in hiring back, so the founders get their time returned.
Run full-cycle, sourcing-led recruiting and build the pipelines.
Defend the bar with data and push back when a search is not scoped to win, including with senior stakeholders who would rather wait.
Work directly with founders and the executive team.
Bring an AI-native way of working: you build and experiment with AI tools, you design workflows that make recruiting faster and sharper, and you teach others to do the same.
Own the numbers that matter: pipeline velocity, offer acceptance, and time to hire, without dropping the quality bar.
Lift the standard around you.