Talent Acquisition Partner
About The Position
Port is the Agentic SDLC Platform. The way engineering teams build software is constantly evolving, and every new wave - such as AI agents operating across the SDLC - makes engineering more powerful, but also more complex and chaotic. Port turns that chaos into control: one platform to build, govern, and operate the software development lifecycle, enabling every team to move as fast as technology allows. Following our $100M Series C funding round, we are entering an exciting stage of significant growth and global expansion. As a product-led company, we believe the recipe for success is a world-class product that speaks for itself. Port is at an exciting stage of U.S. growth, and the people we hire now will define our trajectory. Following our hiring principles: Selective, Respectful, and Impressive - we're looking for a Talent Acquisition Partner who understands the B2B SaaS talent landscape deeply, sources with intention, and holds the bar high for candidates and for the hiring process itself. This is a high-ownership role for someone who takes recruiting seriously as a craft. This is a hybrid position requiring three days per week on-site at our Boston office.
Requirements
- Availability for an hybrid position at Boston (3 days at the office)
- Up to 5 years of full-cycle recruiting experience within B2B SaaS or high-growth tech companies, with experience working as part of a global recruiting team.
- Strong business partnering mindset. You know how to work closely with leaders, influence conversations, build trust, and navigate ambiguity with confidence.
- Strong sourcing capabilities and a proactive recruiting mindset. You know how to identify and engage top talent, not just manage inbound pipelines.
Responsibilities
- Drive full-cycle recruiting across GTM & Business functions in the US and UK: Sales, Marketing, Customer Success, and Partnerships, from first sourcing touch to signed offer.
- Partner closely with hiring leaders globally to define what great actually looks like: role requirements, candidate profiles, and honest market realities.
- Own the sourcing strategy: build pipelines proactively, not reactively. Find talent others miss through creative outreach and deep market insights.
- Run a tight, respectful hiring process: structured interviews, clear feedback loops, and zero candidates left wondering what's going on.
- Create a candidate experience that makes people excited about Port, regardless of the outcome.
- Keep a pulse on the GTM talent market: who's moving, who's exceptional, what competitors are doing, and bring that intelligence to every search.
- Champion Port's employer brand in every interaction, from the first LinkedIn message to the final offer call.
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
Education Level
No Education Listed
