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) 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’ll fit this if… 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

This is not for you if… 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