Senior Talent Partner

Forus•New York, NY

1d•Onsite

About The Position

We are looking for a Senior Recruiter to join a small, high-performing talent team and take full ownership of hiring across a broad set of functions. This is the best opportunity for someone who treats every open requisition as a business problem to solve, every process as something that can be made sharper, and every hire as a direct contribution to what this company becomes. You will own the full cycle from kickoff to close, partner deeply with hiring managers across the business, and be accountable for the quality and efficiency of every process you run. The best candidates for this role have seen recruiting evolve in high-growth environments and know the difference between filling a role and making the best possible hire. If you started in agency, made the move in-house, and have spent the last several years doing some of the most demanding recruiting in the market, this is the role for you.

Requirements

7+ years of experience at a mix of agency and fast-growing, product-driven companies, tilt toward either technical, or GTM is fine
Bias for first principles- when something is not working rather than defaulting to how it has always been done
Analytical fluency- you track the right metrics, you know what they are telling you, and you use them to make better decisions
Strong partnership skills- you earn trust quickly, challenge when it matters, and leave every manager you work with operating at a higher level
Clear, direct communication- with candidates, with hiring managers, and with leadership

Responsibilities

Own full-cycle recruiting across a generalist book of business, from scoping the role to closing the offer
Partner with hiring managers to sharpen hiring briefs, improve interview processes, and raise the quality of decisions being made
Build proactive pipelines for hard-to-fill roles before urgency creates pressure to compromise
Use data to diagnose what's working and what isn't - pipeline health, conversion rates, time-to-close
Pressure test hire decisions, push back on weak feedback, and hold the bar even when the business wants to move fast
Continuously improve the processes you own, every function you touch should run better after you than before
Deliver a candidate experience that reflects the company accurately regardless of outcome