Talent Acquisition Partner

Partly

Talent Acquisition Partner responsible for end-to-end recruitment to scale Partly’s team from 100 to over 1200 globally. Focus on hiring exceptional talent and enhancing recruitment processes for a fast-growing company.

Posted 5/20/2026full-timeRemote • Texas • 🇺🇸 United StatesMid-LevelSeniorWebsite

About the role

Key responsibilities & impact

Own full‑cycle recruitment for UK and EU-based roles from intake through to offer, ensuring every hire raises the bar.
Partner deeply with hiring managers to understand what each team needs and shape smart, targeted hiring strategies that bring in the right people for the right roles.
Source and attract top talent through creative, data‑driven approaches — exploring diverse channels (from niche networks to targeted outreach) to build strong, long‑term pipelines.
Run structured, high‑quality processes – drive clear timelines, set expectations, and deliver an outstanding candidate experience at every stage.
Build strong candidate relationships by maintaining open, transparent, and responsive communication throughout the hiring journey.
Use data to drive better hiring – track and analyse funnel metrics to identify what’s working, where bottlenecks exist, and how to continuously improve outcomes.
Champion employer branding – amplify Partly’s values, culture, and mission in the market through authentic storytelling and community engagement.
Represent Partly externally at local events and within talent communities, promoting our brand and deepening candidate connections.
Collaborate with the global Talent team to share insights, align systems, and drive improvements across our recruiting operations.

Requirements

What you’ll need

Proven experience running end‑to‑end recruiting in fast‑growth, high‑bar environments.
Strong ability to source, engage, and close top talent across multiple functions.
Exceptional relationship‑building and communication skills — able to influence and partner effectively with stakeholders.
Highly organised and data‑driven, using metrics to inform decisions and improve performance.
Comfortable navigating ambiguity and competing priorities while maintaining momentum and quality.
Skilled in modern recruiting tools and systems, including applicant tracking systems and sourcing platforms.
Strategic understanding of employer branding and talent marketing — able to position the business attractively to diverse audiences.
Awareness of fair hiring and inclusion best practices; committed to equitable, compliant processes.
Tech‑savvy and adaptive, leveraging digital channels and networks to discover and engage talent.
Bonus: Experience hiring across ANZ or Asia markets, and contributing to local employer brand initiatives.

Benefits

Comp & perks

Competitive
High trust, low process and no bureaucracy. We hire exceptional people whose judgment we trust. This means we proactively remove any process or rules that slow us down (for example, our expense policy is simply the “red face test”).
Competitive base salary + equity. We offer competitive salaries and generous equity options for all full-time employees, ensuring everyone shares in the financial upside when we win.
Flexible working hours. Choose when to work based on what time you’re most effective (no mandatory or set hours). We combine flexibility with an office-first approach (in cities where we have critical mass, i.e. London, Christchurch, Auckland).
Focus Days. Two days per week, with zero meetings, dedicated solely to uninterrupted deep work
Take time when you need it. We don’t ask questions or care if people have a negative leave balance. We work extremely hard and trust our team to take the time they need to recharge.
Learn from the best. Whether it’s during a ‘Lunch n Learn’ or hearing from a unicorn CEO at a Fireside chat, you’ll have the opportunity to constantly learn from the world’s best.
Quarterly season openers across the UK and EU. Connect regularly at the nearest centralised location for a week of collaboration, big-picture planning and team events.
Team connection. Monthly team lunches, celebrating our wins, happy hours and more!
Parental leave and flexible return to work. Do what works for you. Primary carers can return with 4-day weeks (on 100% pay for the first 12 weeks). Secondary carers get 10 days full pay.
Payroll Giving: We encourage generous giving and donate to the high-impact charities you support
CycleSaver: UK employees can now save up to 47% on Lime, Forest, Beryl, or Santander cycle subscriptions through CycleSaver, enjoying the health benefits of cycling to work with flexible, hassle-free monthly plans instead of bike ownership.

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills & Tools

end-to-end recruitingsourcingdata analysismetrics trackingemployer brandingtalent marketingfair hiring practicesinclusion best practicescandidate engagementpipeline building

Soft Skills

relationship buildingcommunicationinfluencingorganisational skillsdata-driven decision makingadaptabilitystrategic thinkingproblem solvingstakeholder managementcollaboration