Senior Talent Acquisition Partner

Accountabilities:: Partner with hiring managers to understand recruitment needs, clarify role responsibilities, define required qualifications, establish compensation expectations, and develop effective interview plans. Lead multiple full-cycle recruitment processes across technical and non-technical functions, managing priorities, timelines, and hiring expectations. Develop and execute targeted candidate sourcing strategies through direct outreach, professional networks, employee referrals, job advertisements, and other relevant recruitment channels. Build and maintain strong talent pipelines by adapting sourcing approaches to specific positions, candidate profiles, and local labor market conditions. Conduct initial screening interviews and assess candidates against established selection criteria, ensuring alignment with role requirements and organizational objectives. Guide hiring managers in implementing structured interviews and practical assessments to support consistent, objective, and informed hiring decisions. Provide evidence-based candidate recommendations and support hiring managers throughout the evaluation and selection process. Maintain clear and timely communication with candidates throughout the recruitment journey, ensuring a professional and engaging candidate experience. Coordinate interviews across different time zones and manage follow-ups to maintain efficient recruitment processes. Manage offer coordination in collaboration with hiring managers and the People Operations team, ensuring appropriate approvals, accurate candidate information, and smooth transitions to employment agreements and onboarding. Maintain accurate and up-to-date records within applicant tracking systems (ATS), ensuring recruitment information is properly documented. Monitor recruitment performance indicators, including time-to-fill, hiring progress, offer acceptance rates, and reasons for recruitment delays. Analyze recruitment data, identify process bottlenecks, and recommend improvements to keep searches on track. Continuously improve recruitment workflows, templates, documentation, and operational practices to enhance hiring efficiency. Explore and implement AI-powered tools to support sourcing, job description development, candidate communication, and recruitment administration, while ensuring appropriate human oversight and responsible handling of candidate information. Contribute to additional People & Culture initiatives and projects as needed to support broader organizational objectives. Requirements: At least 4 years of experience independently managing full-cycle recruitment processes, including direct sourcing, candidate assessment, and offer coordination. Proven ability to recruit across a variety of functions, including both technical and non-technical positions. Strong experience partnering with hiring managers to translate business requirements into clear selection criteria, effective sourcing strategies, and practical recruitment plans. Ability to challenge unnecessary or overly restrictive hiring requirements and recommend approaches that broaden access to qualified talent. Demonstrated expertise in candidate sourcing, talent pipeline development, screening interviews, and structured candidate evaluation. Strong organizational and time management skills, with the ability to manage multiple recruitment searches and competing priorities simultaneously. Excellent stakeholder management and communication skills, with the ability to keep hiring managers and candidates informed throughout the recruitment process. Confidence providing objective, evidence-based candidate recommendations and supporting hiring decisions. Familiarity with applicant tracking systems, recruitment platforms, sourcing tools, and talent acquisition analytics. Ability to interpret recruitment metrics, identify inefficiencies, and use data to improve hiring strategies and outcomes. Fluency in written and spoken English, with the ability to communicate effectively across different cultures and time zones. Knowledge of Bulgarian or Spanish is considered an asset. Practical interest in artificial intelligence and experience or willingness to explore AI-powered tools to improve recruitment workflows and operational efficiency. Sound judgment regarding the responsible use of AI, including human review, candidate privacy, and appropriate handling of sensitive recruitment information. Previous experience with international recruitment, technology hiring, or talent acquisition within a growing organization is considered an advantage. A proactive, adaptable, and accountable mindset, with the ability to work independently while collaborating effectively with a globally distributed team. Benefits: Remote-first environment: Work remotely as part of an international team with colleagues located across multiple countries. Competitive compensation: Receive a competitive salary benchmarked against the markets in which the organization recruits. Flexible working arrangements: Enjoy flexibility in how and when you work, with consideration for your team's core collaboration hours. Professional development: Access opportunities to expand your recruitment expertise, develop new skills, and grow professionally. Meaningful ownership: Take responsibility for recruitment strategies and processes, with the opportunity to directly influence hiring outcomes. AI-powered workplace: Access the AI tools needed to perform your work, with opportunities to experiment and introduce innovative recruitment practices. International exposure: Collaborate with hiring managers, candidates, and People Operations professionals across different countries and cultures. Career growth: Explore opportunities to take on new responsibilities and develop within an evolving, globally distributed organization.