Talent partner Research & Development (remote, contract)

Employer.com•Austin, NC

7d•Remote

About The Position

This is an R&D Contract Recruiter role supporting Abnormal AI's Engineering organization. You will be responsible for sourcing, attracting, and hiring top talent across Abnormal's engineering teams, working in direct partnership with hiring leaders, Abnormal's internal Rec-Ops team, Talent Marketing, and Coordination functions. The contractor operates with significant autonomy to design and execute hiring strategy, applying innovative, efficient, and data-driven tactics to deliver high-quality, high-velocity hiring outcomes for assigned groups.

Requirements

5+ years of full-cycle recruiting experience at a SaaS or similar organization (confirmed by client; Senior benchmark: 8+ years)
Experience partnering with hiring teams in a consultative capacity
Working fluency with Greenhouse and LinkedIn Recruiter, or comparable ATS/sourcing tools
Track record of meeting hiring goals, ideally in a high-growth or fast-paced environment
Maintains strong ATS hygiene and proactive candidate and stakeholder communication while owning your assigned req load
Digs into market data on low-TAM roles and escalates findings instead of relying on courtesy outreach
Drives sourcing proactively and takes initiative without needing significant prompting
Ramps quickly toward independence, needing only light oversight beyond a reasonable onboarding period

Responsibilities

Build toward a quarterly hiring goal of 3 to 4 starts as ramp completes (Senior benchmark: 6 starts)
Build pipeline and develop messaging to attract strong passive talent, with support from Senior recruiters on the most competitive searches
Execute 8 to 10 recruiter phone screens per week, scaling toward higher volume with experience (Senior benchmark: 15+ per week)
Run RPS (req pipeline submissions) consistently, with regular coaching on process improvement
Partner with hiring leaders on full-cycle recruitment for a defined set of requisitions, escalating ambiguous calibration questions to a Senior recruiter or Recruiting Manager
Build understanding of internal org structure and dependencies over the first 60 to 90 days
Operate tools and systems with consistency and high data integrity
Contribute positively to team culture and participate in shared learnings and peer recognition
Communicate pipeline data to hiring partners at a regular cadence, with support structuring narratives for senior stakeholders
Source effectively in a high-volume environment with significant applicant noise (avg 25% fake applicants)
Conduct market research on low-TAM roles and escalate findings rather than running ineffective courtesy outreach