Talent Acquisition Partner

Role Overview

• Own full-cycle recruiting across a range of roles, from early-stage sourcing through to offer, including technical roles (engineering, AI, data) and business roles (Customer Success, Sales, Operations)
• Partner closely with hiring managers to define role requirements, design interview pipelines from scratch, and align on what great looks like for each hire
• Write and post compelling job descriptions that attract the right candidates and reflect the Quandri brand. Use AI tools to test, iterate, and improve outreach and job post effectiveness.
• Conduct phone screens and move candidates efficiently through the pipeline, ensuring a positive candidate experience at every stage
• Be a steward of Quandri's employer brand and culture. Every candidate interaction, whether it ends in an offer or a rejection, should leave someone feeling respected and informed. You are the first impression of Quandri for most people who encounter us.
• Manage and maintain our ATS (Lever), keeping data clean, pipelines current, and reporting accurate
• Own recruitment reporting and dashboards. Use data to identify pipeline bottlenecks, diagnose sourcing channel ROI, and bring recommendations to hiring managers, not just metrics.
• Build and document repeatable recruiting processes from scratch. You'll inherit some structure, but mostly open field. That should excite you, not intimidate you.
• Support stakeholder alignment across multiple open roles and competing priorities simultaneously
• Assist with performance management cycles, including coordinating reviews and supporting manager communications
• Support compensation activities including salary benchmarking, change letter preparation, and equity communications
• Contribute to employee engagement initiatives and help our culture thrive as we scale
• Pitch in on broader People Ops projects as needed

Requirements

• 3–7 years of recruiting experience, ideally including technical hiring in a fast-paced, high-growth environment
• Has worked in ambiguity before, maybe even a scrappy startup or a lean team
• Sees a gap in process as an invitation, not an obstacle; energized by building something that didn't exist before
• High ownership orientation. You follow through, you close loops, and you treat your requisitions like a business you run
• Strong stakeholder manager who can hold a hiring manager accountable while keeping the relationship intact
• Analytically minded. You don't just keep the ATS clean; you use pipeline data to diagnose problems, spot patterns, and make the case for changing course. You treat your req load like a portfolio and know your conversion rates.
• Excellent communicator, clear in writing and in conversation
• Excited about the career trajectory here: you'll learn the full People function, not just recruiting, and have a seat at the table on how we build teams as we scale.
• An AI power-user, or eager to become one. You already use AI tools in your sourcing, screening, or workflow automation, or you're the kind of person who will figure it out in week one. We'll give you the tools and the freedom.
• Genuinely people-oriented. You remember candidate names, you follow up when you say you will, and you lose sleep over a bad candidate experience. Recruiting is a people business first.

Benefits

• Employee stock options based on experience level
• Comprehensive health benefits, including $500 Lifestyle Spending Account
• Four weeks of paid vacation per year
• Work anywhere in the world for 60 calendar days of the year
• Parental leave top-ups: 6 months for birthing parents, 8 weeks for non-birthing parents (up to $100,000 annual salary)