Senior Talent Partner

Praxent•Austin, WA

7d•Remote

About The Position

Praxent is a financial technology consulting and engineering firm with over 25 years of experience partnering with financial services organizations to help them command their future through custom software and exceptional digital experiences. With 180+ consultants and 450+ successful digital transformations, the company operates on a CAN/DO culture. This Senior Talent Partner role is a remote position, and its primary objective is to proactively build, grow, and cultivate a living network of exceptional fintech and software talent before the need for them arises. The role requires the individual to be a natural connector, deeply self-directed, and a closer, responsible for designing outreach strategies, building relationship cadences, managing pipelines, and owning results with minimal oversight. The ideal candidate will be able to close 20+ leadership roles in a year within days due to strong relationships.

Requirements

5+ years of full cycle technical recruiting, ideally in a software consultancy or professional services firm.
Demonstrated track record of proactive network building not just reactive req filling. References should be able to speak to your pipeline before it is needed.
Experience recruiting for software engineering, UX/product design, or technology consulting roles.
Deep proficiency with LinkedIn Recruiter and an ATS, Greenhouse strongly preferred.
Exceptional written outreach skills. Your messages get responses. You know how to make a stranger feel like a human being, not a target.
High comfort with ambiguity and self direction. You build the plan, not just execute one.

Responsibilities

Build and grow the talent network
Proactively identify, research, and reach out to 100+ qualified passive candidates per week across software engineering, UX/UI, product management, and fintech consulting.
Cultivate genuine relationships with at least 250 professionals per year in the professional services, fintech, and custom software space engineers, designers, PMs, and consultants who are not actively looking but would move for the right opportunity.
Schedule and conduct regular touchpoints coffee chats, check ins, industry conversations with at least 100 members of your network per year.
Build the base beyond you — facilitate introductions and knowledge shares with our internal leadership and these recruiting prospects. Find new ways to impress these candidates with tangible experience of what differentiates our culture and our expertise.
Build and maintain a living CRM of your network inside Greenhouse, with each contact's SLOMA (Skills, Location, Opportunity, Money, Availability) current and accessible to hiring managers.
Develop and execute personalized outreach campaigns via LinkedIn, email, and other channels that make people want to engage with Praxent, not ignore the message.
Run full cycle recruiting for open roles: from sourcing through offer and onboarding coordination without needing daily direction.
Conduct 25+ phone assessments per week using Praxent's WHO biographical interview methodology, evaluating both technical fit and CAN/DO values alignment.
Manage a bench of offer ready candidates for Praxent's evergreen roles at all times, so time to hire never exceeds 20 days.
Ensure no candidate sits in a pipeline stage for more than one week. All Greenhouse profiles are updated at least once per week.
Drive offer management, negotiation, and onboarding coordination owning the candidate experience from first contact through day one.
Monitor and report on recruiting metrics: time to hire, source quality, offer acceptance rate, pipeline velocity, candidate experience score and surface insights.
Consult with hiring managers on role feasibility, candidate rarity, and salary benchmarks before reqs open, not after.
Stay close to the professional services and fintech talent market: who is moving, what they want, what competitors are paying, and where the best people are.
Coach and align interviewers on the WHO methodology to ensure consistent, high quality candidate evaluation across the team.

Benefits

Stability. We've been in business for over 25 years.
Work stays at work. We promote a healthy work/life balance to help ensure you have the time that you need. We encourage no more than a 40 hour work week.
Great company culture. We’ve been recognized by Texas Monthly, Clutch, Comparably, and more for the quality of our workplace. Feel free to check out our rating on Glassdoor.
We’re here to enable you. It’s your work and your career. Our management team is here to help you become who you want to be. Not to micromanage you.
Stay Healthy. We offer medical, dental, and vision coverage as well as wellness days. We also provide disability insurance and we even have a wellness program.
Plan for the future. We don’t want you to work here forever. Save for retirement with an IRA and we’ll match up to 3% every year.
We value your ideas. At Praxent, our doors are always open. Need help? Come on in. Have a vision for the future of the company? We’d love to hear it.
Rest and relaxation. Employees enjoy 15 days of PTO, 9 US holidays, 5 wellness days, and a closed office the last week of the year. Employees earn more PTO each year.
You’re more than an employee, you’re a person. Every co-worker you’ll meet is committed to treating you with respect and kindness. You won’t hear stuff like, “It’s just business.”
Family Values. Praxent provides paid parental leave regardless of parenting type.