Talent Acquisition Partner (0→1)

Location : Remote!

Experience : ~1–3 years in recruitment

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

Stage : 0→1 . Very real, very early.

In simple physics terms :

Our growth = (quality of people we hire) × (speed at which we hire them)

Your job is to make this equation work.

What you’ll do

• 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.

What good looks like (6 months)

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

You’ll fit this if…

This is not for you if…