Senior Talent Partner - Engineering

Move

4d•Remote

About The Position

Move is an embedded talent consultancy that places recruiters inside client companies and supports them with internally developed AI tools. Talent Partners work as part of the client’s team, using its systems and working with its hiring managers while representing both the client and Move. The Senior Talent Partner will own full-cycle technical hiring for software engineering, AI and machine learning, infrastructure, data, and product roles. The role focuses on understanding technical work and communicating its value to candidates, including engineers who are not actively looking. The Talent Partner will develop and run search strategies, build credibility with technical candidates and hiring managers, guide hiring processes, and report transparently on pipeline health and process outcomes. Move is remote-first and globally distributed. This position is UK-based and requires the ability to travel to London for client days and occasional team sessions. Recruiters receive AI training and access to AI tools and agents, with the opportunity to learn to build and develop agents themselves.

Requirements

Experience hiring technical talent to a high standard across software engineering, AI and machine learning, infrastructure, or data.
Experience in businesses where hiring standards were non-negotiable.
Evidence of using AI to improve recruiting work, with an understanding of its strengths and limitations.
Ability to remain composed amid ambiguity and bring order to new clients, absent processes, or high expectations.
Communication supported by logic and data, including when handling disagreement with hiring managers.
Curiosity and a commitment to continuous learning.
Must be UK-based and able to travel to London for client days and occasional team sessions.

Responsibilities

Run structured, thorough, and specific intake meetings.
Own technical roles from search strategy through offer, working within the client’s team and systems.
Headhunt engineers who are not actively looking, using AI agents for reach while applying personal judgment to candidate selection and outreach.
Develop sufficient technical credibility to discuss technology stacks, architecture, and engineering problems with candidates.
Coach hiring managers, including founders and CTOs, on calibration, interview design, and feedback.
Build hiring foundations and processes that provide enough structure to move quickly.
Report candidly on pipeline health, process strengths and weaknesses, candidate losses, and actions being taken.