Contract Talent Partner

Role Overview

• Own Full-Cycle Recruiting Across Functions: Manage end-to-end hiring across India and Southeast Asia for roles spanning the entire org — creative, technical, and non-technical of various levels. Run sharp intakes, calibrate on what "great" looks like for each role, and design interview loops that surface signal quickly.
• AI-Powered, Unconventional Sourcing: Use LLMs (ChatGPT, Claude, Gemini) and AI sourcing tools (Gem, hireEZ, LinkedIn Recruiter AI, Clay, Apollo) to identify, research, and engage talent across functions. Go beyond LinkedIn — find creatives on Behance, Dribbble, Substack, and X; engineers on GitHub, Kaggle, and open source; leaders through alumni networks, executive newsletters, and warm-intro mapping.
• Build & Automate Your Own Stack: Treat recruiting like a product. Prototype prompts, wire up workflows, and build lightweight tools that compress time-to-hire and improve match quality. Share what you build with the rest of the talent org so the whole team gets faster.
• Outreach That Actually Converts: Craft personalized, high-signal outreach using AI-assisted research and drafting — and write copy that lands differently for a creative director than for a Sr. Enterprise Sales. Test new angles, measure response rates, and iterate on what works across roles and markets.
• Candidate Experience: Be the kind of recruiter candidates remember for the right reasons — responsive, well-prepared, transparent, and a strong advocate from first message through offer.
• Hiring Manager Partnership: Run sharp intakes, drive accountability across interview loops, and keep loops moving. Push back when needed and bring data to the conversation.
• Data-Driven Pipeline Management: Track funnel health, source effectiveness, time-to-hire, and quality-of-hire across markets and functions. Bring weekly insights to hiring managers and leadership, and use the data to refocus where it matters.

Requirements

• Bachelor’s degree, or equivalent practical experience
• 7+ years of recruiting experience in global, hypergrowth startup environments, ideally SaaS, with a track record of delivering on hiring objectives across functions up to senior roles
• AI-native recruiter. You actively use LLMs (ChatGPT, Claude, Gemini, or similar) and AI sourcing tools (e.g., Gem, hireEZ, LinkedIn Recruiter AI, Clay, Apollo) in your day-to-day workflow. You can talk credibly about prompts you’ve written, agents you’ve set up, or automations you’ve built — and you have a point of view on where AI helps and where it doesn’t
• Builder mindset. You automate your own work instead of grinding through it. You’ve built little tools, scripts, Zaps, or workflows to make yourself faster. You treat your sourcing process like a product you keep shipping improvements to.
• Unconventional sourcing instincts. You know that the best candidate is often not on LinkedIn. You’re comfortable finding people through GitHub, Kaggle, Discord, X, conference talks, open-source projects, newsletters, and other off-the-beaten-path channels.
• Strong communication, presentation, and influencing skills with high EQ — across candidates, hiring managers, and senior leaders
• Outstanding problem solving and the ability to design creative, mutually beneficial solutions in ambiguous situations
• Meticulous attention to candidate experience and a consultative approach as a trusted advisor to managers, candidates, and employees
• Track record of accountability, strong work ethic, and delivering high-quality results in a data-driven, fast-paced environment
• Fluent English; familiarity with the India, Southeast Asia, and Middle East talent market.

Tech Stack

• Apollo
• Open Source
• Go