Senior Talent Partner, Technology

Curri•Ventura, CA

7h•$130,000 - $160,000•Hybrid

About The Position

Curri is seeking a Senior Talent Partner, Technology to own technical searches from first conversation to signed offer. These searches cover software engineering, data and ML, product management, and design, and many won't come with a defined bar, a talent map, or a proven sourcing channel. In this role, you will build those from scratch, turn what works into playbooks the team can reuse, and serve as a trusted advisor to leaders as they shape roles and make hiring calls.

Requirements

5+ years of in-house recruiting experience, including technical and product engineering recruiting within the last two years. Agency-only backgrounds are not a fit.
Proven full-cycle ownership across technical disciplines, with the judgment to tell top-tier talent from average candidates in every function you recruit for.
A strong advisory presence with leaders: you represent candidates accurately without overselling, push back when it matters, and influence decisions through expertise rather than forcing outcomes.
High autonomy paired with real collaboration. You make your own calls on search strategy, process, and stakeholder management, and you know when to escalate resourcing and headcount questions.
Hands-on fluency with an ATS (preferably Ashby), LinkedIn Recruiter, and AI tools for sourcing and productivity, along with a track record of mentoring teammates and raising the bar for the people around you.

Nice To Haves

Experience supporting technical hiring at a hyper-growth product and technology company.
Experience recruiting for data, ML, and AI-focused roles
Having built a technical recruiting playbook or sourcing engine from the ground up, not just run searches inside an existing one.

Responsibilities

Own full-cycle recruiting for software engineers, data and ML talent, product managers, and designers, from first outreach through signed offer.
Build sourcing strategies from scratch for searches with no proven channel, using market mapping, competitive research, and targeted outreach, while running several complex searches at once without losing momentum or candidate experience.
Lead intake and calibration with hiring managers to set the hiring bar, and use market data to reset expectations when a search stalls.
Use funnel and pipeline metrics, including time-to-fill, to spot problems early, and bring leaders root-cause analysis and recommendations rather than status updates.
Turn what works into documented playbooks and process improvements that the broader recruiting team can adopt.
Stay close to how AI is changing technical and product roles, and recruiting itself, and bring those tools and insights into how Curri hires.