Senior Talent Partner - GTM

About the role

We’re adding additional Senior Talent Partners to our client team in New York, supporting growth across Sales, Marketing, Digital, and broader Go-To-Market functions in the US. This is a high-impact role inside a fast-moving global business where hiring is seen as a commercial function, not an admin process. You’ll partner directly with leadership teams across the business, helping shape hiring strategy, build pipelines of high-quality talent, and deliver a premium candidate experience from first conversation through to offer. This role sits inside a high-performing Talent Acquisition team operating at pace, with a strong focus on quality, data, and long-term capability building.

Location: New York, Hybrid
Contract type: Fixed Term Employee (initially, but likely to extend)

Responsibilities

• Own end-to-end hiring across mid-level GTM roles in the US
• Partner closely with business leaders to understand hiring demand and future capability needs
• Run detailed intake sessions that move beyond job descriptions and focus on what success actually looks like
• Build and execute sourcing strategies for hard-to-find commercial talent
• Proactively identify and engage passive candidates using modern sourcing tools and market mapping techniques
• Deliver a premium candidate experience with strong communication throughout the process
• Use data and market insight to influence hiring decisions and improve hiring outcomes
• Manage recruitment pipelines through Greenhouse with a strong focus on accuracy and process quality
• Collaborate with Employer Brand teams to improve attraction strategies in the US market
• Challenge bias and help create fair, inclusive hiring processes across all interview stages

Requirements

• 5+ years of full-cycle recruitment experience within a corporate, embedded, or high-growth environment
• Experience hiring across GTM functions including Sales, Marketing, Commercial Operations, or Digital
• Strong stakeholder management skills with the ability to influence senior leaders
• Confidence in managing multiple live requisitions without sacrificing quality
• A proactive sourcing mindset: you know how to find talent rather than wait for applications
• Strong ATS and recruitment systems experience, ideally Greenhouse or similar platforms
• Commercial awareness and the ability to connect hiring activity back to business outcomes
• Comfortable operating in fast-paced environments where priorities shift quickly
• A high level of personal ownership and accountability

What Success Looks Like

• Hiring managers trust your judgement
• Candidates talk positively about their experience, even when unsuccessful
• Pipelines are proactive, not reactive
• Hiring decisions are based on evidence and market reality
• Recruitment is seen as a strategic capability, not just process coordination