Talent Acquisition Partner (Contract)

Tailscale

8d•$67 - $81•Remote

About The Position

We’re hiring multiple experienced Talent Acquisition Partners to join Tailscale on an initial 6-month contract basis, with the potential to extend and/or convert to full-time roles based on business needs and performance. These roles will support different parts of the organization, with individual assignments focused on Engineering, Product & Design (EPD), Go-to-Market & G&A, or a broader cross-functional portfolio spanning multiple organizations. You’ll operate as a fully integrated member of our Talent Acquisition team, owning searches from intake through offer and partnering with hiring managers and business leaders to develop thoughtful recruiting strategies, navigate competitive talent markets, and deliver an exceptional candidate experience. Tailscale operates in a highly technical, fast-moving environment, so we’re looking for recruiters who are curious, adaptable, and comfortable learning new areas quickly. Whether your background is primarily technical, commercial/corporate, or broad-based, you’ll bring strong recruiting craft, market intelligence, data, and sound judgment to help hiring teams make great decisions while maintaining a consistently high hiring bar.

Requirements

6+ years of full-cycle recruiting experience, ideally within high-growth SaaS, cloud, infrastructure, developer tools, cybersecurity, or other technology environments.
Demonstrated success recruiting within EPD, GTM/G&A, or across multiple functions and levels.
Strong full-cycle recruiting skills across intake, sourcing, candidate assessment, stakeholder management, offer negotiation, and closing.
Experience developing recruiting and sourcing strategies for complex or highly competitive searches.
Ability to quickly understand unfamiliar technical or business roles and translate hiring needs into effective recruiting strategies.
Proven ability to partner with hiring managers and business leaders as a trusted advisor, using strong judgment to influence decisions, challenge assumptions, and maintain accountability.
Comfort using recruiting data and market intelligence to diagnose challenges and improve hiring outcomes.
Excellent communication, organization, and prioritization skills with the ability to independently manage multiple searches in a fast-moving, distributed environment.

Nice To Haves

Experience recruiting across multiple areas of the business, including both technical and non-technical functions.
Experience recruiting highly technical talent within infrastructure, networking, security, distributed systems, developer tools, cloud, or adjacent areas.
Experience recruiting Sales and broader GTM talent across different functions, levels, or sales motions.
Experience partnering with Sourcers on sophisticated strategies for difficult-to-fill roles.
Experience using talent mapping, market intelligence, recruiting data, AI, or emerging recruiting technologies to improve hiring outcomes.

Responsibilities

Lead Full-Cycle Recruiting: Own complex searches from intake through offer across EPD, GTM, G&A, or a combination of functions based on assigned business needs.
Partner with hiring managers to define candidate profiles, develop recruiting strategies, and establish effective interview processes.
Manage multiple searches while maintaining a high bar for quality, speed, and candidate experience.
Lead candidate assessment, offer strategy, negotiation, and closing in partnership with hiring teams.
Develop Talent & Sourcing Strategies: Build recruiting and sourcing strategies based on business priorities, role requirements, talent availability, and market conditions.
Partner with Sourcers on targeted searches and talent mapping while sourcing directly as needed and maintaining accountability for pipeline health.
Use recruiting data, candidate feedback, and market intelligence to evaluate search performance and adjust strategies.
Identify alternative talent pools, companies, locations, or profiles when searches require a different approach.
Advise & Influence Hiring Teams: Build trusted relationships with hiring managers and business leaders and serve as a consultative recruiting partner.
Provide actionable insights on talent markets, candidate expectations, hiring timelines, and potential tradeoffs.
Constructively challenge assumptions and create accountability around interview quality, timely feedback, decision-making, and candidate experience.
Proactively identify hiring risks and partner with TA leadership when broader support or escalation is needed.
Recruit Across Your Area of Focus: Depending on your background and assignment, you may support Engineering, Product & Design (highly technical or specialized searches), GTM & G&A (Sales, Customer Success, Marketing, etc.), or Cross-Functional / All Orgs (a mix of technical and non-technical hiring).
Partner Across Talent Acquisition: Collaborate closely with Sourcers, Coordinators, TA Operations, fellow TA Partners, and TA leadership.
Share market insights, sourcing approaches, and recruiting best practices across the team.
Contribute to recruiting initiatives and process improvements that strengthen hiring effectiveness and scalability.

Benefits

An inclusive, flexible environment where you can be your authentic self.
A competitive total compensation package.
Comprehensive group benefits with no waiting period (health, vision, dental, etc.).
Remote first company with a corporate co-working program.
Employer-funded retirement contributions (match up to 0.75% of eligible compensation).
Opportunities for in-person connection (annual company retreat, team off-sites).
Support for personal and professional development ($1500 USD annually for professional development, mentorship, coaching, internal promotion opportunities).
Paid time off and a healthy work-life integration.
A build-your-own home office setup (company-owned laptop, monthly home internet reimbursement, $500 USD for workstation customization).
Paid parental leave program (20 weeks for birthing parents, 16 weeks for non-birthing parents).