Senior Talent Acquisition Partner

Abacum•New York, NY

About The Position

Abacum is hiring a Senior Talent Acquisition Partner to own a significant share of the company’s hiring as it scales. This builder role partners with the Founders Office to establish hiring standards, including scorecards, interview loops, data hygiene, and leadership reporting. The role carries a headcount target as its primary metric and owns searches end to end, from intake and sourcing through offer and close, across multiple functions and geographies. The successful candidate will help build and lead Abacum’s developing talent function.

Requirements

At least 6 years of recruiting experience, including at least 4 years in-house.
Experience carrying a set headcount target as the primary metric, with the ability to discuss targets, hires, misses, and reasons in detail.
B2B SaaS experience at a company that experienced a significant scaling period.
Full-cycle recruiting experience, including personally sourcing candidates and demonstrating the share of hires generated through outbound sourcing.
Experience building durable recruiting operations, such as scorecards, interview loops, reporting cadences, or service-level agreements.
Ability to respectfully challenge senior stakeholders and hiring managers while maintaining strong working relationships.

Nice To Haves

Startup or high-growth company experience is preferred over experience in large, stable companies.
For Toronto-based candidates: experience recruiting for B2B software sold to finance teams, such as FP&A, accounting, billing, treasury, spend management, or close and consolidation.

Responsibilities

Own a headcount target across assigned requisitions and track pipeline coverage, stage conversion, time-to-fill, and offer acceptance.
Provide weekly hiring updates to leadership, identify searches that are off track, explain risks with supporting data, and communicate what is needed.
Run full-cycle searches across multiple functions and geographies, including intake, calibration, sourcing, screening, interview management, offers, and closing.
Personally source candidates, build market maps, write outreach, and identify candidates beyond inbound channels.
Close senior candidates, including candidates considering competing offers.
Design and roll out consistent, evidence-based interview loops and scorecards.
Own Ashby as the source of truth by maintaining clean data, disciplined stage management, and timely interview feedback.
Establish hiring rituals and service-level agreements, including intake standards, debrief cadence, and candidate response times.
Partner with hiring managers through rigorous intake, challenge vague or off-market profiles, maintain hiring standards, and coach interviewers.
Communicate needs and feedback to hiring managers early and often, and provide candidates with a fast, direct, and honest experience.
Collaborate with the Chief of Staff and People team on compensation philosophy and banding, onboarding and the first 90 days, headcount planning and budget with Finance, and employer brand and careers content.