Senior Talent Acquisition Partner

• Job Title Senior Talent Acquisition Partner (Also suitable for use as Talent Acquisition Owner or TA Delivery Lead) Job Description We are looking for a Senior Talent Acquisition Partner who will own hiring outcomes end to end.
• This is a hands-on, execution-focused role responsible for sourcing, screening, closing, and delivering high-quality hires across critical roles.
• This role is not a people management or TA transformation role.
• The expectation is direct ownership of hiring delivery, profile quality, candidate experience, and closure.
• The individual will work closely with hiring managers and agencies and will be accountable for results, not activity.

Roles and Responsibilities

• Core Hiring Ownership
• Own end-to-end recruitment delivery for assigned roles, from requirement understanding to joining
• Deeply understand role expectations beyond JDs and translate them into clear sourcing and screening criteria
• Personally, source candidates using LinkedIn and other channels for priority and hard-to-fill roles
• Screen profiles rigorously and ensure only high-quality, relevant candidates move forward
• Maintain strict quality control over profiles shared with interview panels Agency Management and Control (Temporary arrangement)
• Manage recruitment agencies as execution partners, not CV vendors
• Set clear expectations on profile quality, turnaround time, and feedback loops
• Reject poor or misaligned profiles decisively and provide structured feedback
• Track agency performance and escalate issues proactively Candidate Experience and Closure
• Own candidate communication end to end, ensuring clarity, responsiveness, and engagement
• Manage interview coordination, feedback closure, and follow-ups
• Negotiate compensation within defined ranges and drive offer acceptance
• Keep candidates warm through notice periods and minimize drop-offs Delivery Tracking and Reporting
• Track hiring progress, pipeline health, and closure risks on a weekly basis
• Highlight bottlenecks early and take corrective action
• Ensure hiring managers receive clear visibility into status and next steps Additional Responsibilities
• Build and maintain active pipelines for recurring and critical roles
• Continuously refine sourcing strategies based on role performance and market response
• Push back on unclear or unrealistic requirements and drive role clarity
• Contribute inputs to future hiring process improvements based on execution learnings
• Support onboarding handover to ensure hiring outcomes translate into performance

Skills and Qualifications Must Have

• 6 to 10 years of hands-on talent acquisition experience in IT, product, or fast- growing organizations
• Proven ability to personally source, screen, and close roles without over-reliance on agencies
• Strong screening judgment with the ability to clearly articulate why a candidate is a fit or not
• Experience managing agencies and enforcing quality standards
• Strong stakeholder management and follow-through discipline
• Comfort operating in ambiguous, high-pressure hiring environments Good to Have
• Experience hiring across technical, product, and operations roles
• Exposure to early-stage or scaling organizations
• Familiarity with ATS tools and basic hiring metrics
• Ability to work independently with minimal structure What Success Looks Like in This Role
• High interview-to-offer and offer-to-joining conversion ratios
• Clear improvement in profile quality reaching interview panels
• Predictable hiring progress with reduced firefighting
• Strong trust from hiring managers in screening and recommendations
• Reduced dependency on agencies over time