Talent Acquisition Partner (0→1)

Location:

Experience:

We’re building an HR-tech implementation + consulting firm.

0→1

In simple physics terms:

Your job is to make this equation work.

• Own the first 10–30 hires

  across consultants, analysts, and leads
• Set up a

  simple, sharp hiring engine

  – sourcing → screening → interviews → offers → onboarding
• Actively

  hunt

  : LinkedIn, referrals, communities, ex-colleagues, campuses
• Run

  high-signal screens

  – problem-solving, ownership, communication, culture fit
• Keep a

  clean pipeline

  – track roles, stages, and SLAs (even if it’s a spreadsheet at first)
• Share a short weekly view: roles, pipeline, blockers, your recommendations

No forwarding-random-CVs. No zombie processes. Just focused, high-quality hiring.

• Our

  first 15–20 hires

  are keepers: strong, hungry, shipping work
• Critical roles close in

  30–45 days

  , not 90
• You have a

  repeatable system

  running – stages, scorecards, interview loops
• We can look at one sheet / dashboard and know exactly where we stand

If this happens, a big chunk of the company’s trajectory will trace back to you.

• You have

  1–3 years

  of recruiting experience (agency or in-house)
• You enjoy the

  hunt

  and don’t wait for inbound
• You think in

  systems

  , not chaos – you like structure, tracking, iteration
• You write

  clear, no-fluff messages

  to candidates
• You want to grow into

  Head of TA / People

  as the company scales, not stay a coordinator

• You want a big HR team and ready-made processes from day one
• You’re uncomfortable with numbers, tracking, and being accountable for outcomes
• You see recruitment as “sharing profiles” instead of

  building team quality