Senior Talent Acquisition Partner

Nascent•San Francisco, CA

11d•Remote

About The Position

Nascent is hiring a Senior Talent Acquisition Partner to own and elevate how we spot, attract, and close world-class talent across our investing, engineering, and platform teams. This is a high-agency, high-impact role: you’ll design sourcing systems that scale, map talent markets with precision, and build hiring strategies that help our people leaders move faster and make sharper decisions. You’ll operate as a strategic advisor and thought partner—someone who brings structured thinking, crisp synthesis, and deep recruiting craft to every search. You’ll build evidence-driven processes, architect outreach that punches through noise, and shape candidate experiences that reflect Nascent’s competitive, curious, truth-seeking culture. If you’re an exceptional sourcer with mastery of LinkedIn Recruiter, talent intelligence, and AI-accelerated workflows—and you love working in environments where speed, ownership, and clarity matter—you’ll thrive here. This role is remote with occasional in-person work and one annual team retreat. We welcome candidates within ±4 hours of EST.

Requirements

8–12 years of technical recruiting experience in high-performance, high-velocity environments (startups, trading, infrastructure, frontier tech, or similarly demanding domains).
Expert-level sourcing capability—deep mastery of LinkedIn Recruiter, advanced Boolean, talent mapping, and creative outbound strategies that surface candidates others miss.
Demonstrated success breaking into hard markets (crypto, AI/ML, engineering infrastructure, quant/trading, deep technical or niche leadership roles).
Proven ability to build structured, evidence-based hiring strategies—assessment mapping, signal extraction, funnel design, and fast, disciplined decision-making.
High-agency communication—concise synthesis, strong written instincts, and the ability to translate complexity into crisp recommendations.
Data fluency—comfortable using funnel metrics, market intelligence, and performance signals to shape search strategy and diagnose bottlenecks.

Nice To Haves

Background building sourcing automations, AI-driven workflows, or dashboards that increase throughput and insight quality.
Exposure to organizational design, role scoping, or workforce planning for technical or ambiguous roles.
Experience running competitive intelligence: compensation benchmarking, talent heat maps, or competitor org analyses.
Familiarity with assessment design—behavioral interviewing, structured evaluation, or assignment creation for technical and leadership roles.
Experience thriving in lean, distributed teams with strong internal standards, direct feedback, and high expectations.

Responsibilities

Lead Full-Cycle Recruiting
Own searches end-to-end for high-priority roles across investing, engineering, and platform teams—designing the strategy, sourcing the talent, and closing the hires.
Partner deeply with leaders to define success profiles, build competitive hiring plans, and pressure-test assumptions with market data.
Architect clear, high-signal funnel stages that enable fast calibration and evidence-based decision-making.
Communicate with discipline—transform messy inputs into structured, actionable summaries; synthesize signals quickly for hiring teams; drive clarity at every touchpoint.
Deliver crisp, compelling outreach and candidate communication that reflects Nascent’s tone and values.
Run fast, tight interview loops—driving alignment, quality, and velocity from intake to offer.
Onboarding & Integration Support
Partner with People Ops to ensure new hires ramp fast, feel connected, and understand how to win in their first 90 days.
Conduct structured onboarding check-ins; surface insights that improve future ramp cycles.