Talent Acquisition Partner
for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We should only include sections that have real specific content. The posting includes responsibilities (WHAT YOU'LL DO) and requirements (WHO YOU ARE). Also includes Pay (salary range) and Benefits (list). Also maybe About the role? Could include a brief about Samba description. The instruction: do NOT repeat the job title as a heading (the page already shows it). We can include an About the role or About the company? Not required but we can include a short paragraph about Samba as intro. Probably we should include a
for the company overview before sections. We need to use
- for any list of duties/requirements/benefits. Use
for prose. We must not include boilerplate like EEO, privacy, etc. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. We must preserve ALL substantive information; do NOT invent or summarize away detail. We need to include sections only when posting has real specific content. So we will have: - About the role? Could be a short paragraph describing the role (maybe from first paragraph). But we could also put that as a
before sections. - Responsibilities: list from WHAT YOU'LL DO. - Requirements: list from WHO YOU ARE (including experience, skills, etc). Could separate Qualifications and Skills? But we can combine into Requirements. - Benefits: list from benefits paragraph. - Pay: salary range. - Schedule? Not mentioned; we should not create Schedule section unless posting states it. No schedule info, so omit. We need to ensure we don't include placeholder text like "commensurate with experience". Not present. We need to output only HTML fragment. Let's extract responsibilities bullet points: WHAT YOU'LL DO: - Manage full-cycle recruiting responsibilities across Corporate roles (G&A, Marketing, etc) and Technology roles (Engineering/Product): - Source. Screen. Close. - Sit with hiring managers before the req opens — define the role, build the scorecard, set the interview loop. - Source. Build your own pipeline instead of waiting for it to land in your inbox. - Put together a diverse, qualified slate every time. - We believe in the Rooney Rule and believe the strongest candidate will win on merit. - Own the candidate experience start to finish — prep, communication, timelines, feedback. - You're often the first real conversation someone has with Samba. - Get out from behind the desk. Show up at industry events, build relationships before you need them, and put a face on our employer brand. - Keep the ATS clean — accurate stages, notes, dispositions. - Familiarity with AI to create leverage for your efforts: sourcing, resume screening against a rubric, outreach drafts, market research, interview kits, reporting. - Own your funnel numbers — time to hire, source effectiveness, pass-through rates, offer-accept — and come with a point of view on what to fix. We need to turn each bullet into
- . Some sentences have multiple actions; we can keep as is.
Now WHO YOU ARE:
- 3–5 years of full-cycle in-house recruiting
- Process-oriented. You work from a plan, you document, and you never let a candidate or hiring manager go quiet on you.
- Fluent with an ATS and already building AI into your recruiting work — or fast enough to pick it up and run with it.
- Our Talent team builds its sourcing searches, screening rubrics, kickoff docs, and reporting this way, and you will too.
- Genuinely into the market — you want to be at the events, meeting people, and stacking a network you can pull from later.
- Direct. You can tell a hiring manager the pipeline isn't there yet, and you show up with a plan when you say it.
- Organized under load — multiple open reqs, shifting priorities, and you still hit your dates.
- Comfortable moving fast in a company that doesn't have a playbook for everything yet. You'll help write it.
- Bachelor's degree or equivalent experience.
- Lever and Gem, or a comparable ATS and sourcing stack.
- Recruiting experience in ad tech, media, streaming, or data.
- You've built or improved a recruiting process before — not just worked inside someone else's.
- Employer branding, campus recruiting, or events experience.
- You don't need the whole playbook written before you'll move — we're writing ours as we go, and you'll be one of the people writing it.
- You don't go quiet on candidates or hiring managers when a search gets hard. That's the opposite of the job.
- You don't think of this as staffing — fill the req, collect the fee, move on. We're not a “get the job done and get out” shop; we're building a company.
- You’re not a recluse. We work in-office globally.
We need to keep these as list items.
Now Benefits: "In addition, Samba provides health insurance, wellness offerings, life and disability insurance, a retirement savings plan, paid holidays and paid time off (PTO), and other employee benefits."
Also earlier: "Base salary is just one component of Samba TV’s total compensation package for employees. Other rewards may include bonuses, short-term incentives and long-term incentives."
Thus benefits list: health insurance, wellness offerings, life and disability insurance, retirement savings plan, paid holidays, paid time off (PTO), other employee benefits, bonuses, short-term incentives, long-term incentives.
We can list them.
Pay: "Samba TV expects to offer a base salary between $100,000 - $140,000 USD per year for roles to be performed in New York or California; actual base salary offered will depend on various factors including but not limited to location, experience, and performance."
We'll put that in a Pay section.
Now About the role: maybe we can include a short paragraph summarizing the role: "Manage full-cycle recruiting..." but that's already in responsibilities. Could include a brief intro about Samba: The first paragraph about Samba being a media intelligence company. That's substantive. We'll put that as a
before sections, not as a heading. Or we could make an About the role heading with that paragraph. The instruction: use
for section headings (e.g. About the role, Responsibilities...). So we could have About the role heading with a paragraph describing the role and company. But we already have responsibilities. Might be okay to have About the role with a brief description: "Samba is a media intelligence company..." and then responsibilities separate. We must not repeat the job title as heading. So we can have About the role. Let's decide: We'll have sections:
About the role
Samba is a media intelligence company...
Responsibilities
- ...
Requirements
- ...
Benefits
- ...
Pay
...
We should not include Schedule. Now ensure we don't include any boilerplate like EEO, privacy, etc. Remove those lines. Now produce HTML. Let's craft the About the role paragraph: combine first few sentences: "Samba is a media intelligence company. We know what the world is watching, reading, and thinking about — in real time, at scale, across every screen. Our data exists with the consent of over a billion people, organized into the most complete picture of consumer attention ever built. The biggest brands in the world use that picture to make smarter decisions. We think it’s the most interesting data asset on the planet, because it’s the most culturally relevant. Advertising is a trillion-dollar global industry split into silos that don't talk to each other, and every platform grades its own homework. Samba is the independent layer in the middle. Over the last two decades we built our own technology to understand media at scale, across streaming, linear and the web, in 40+ countries. The Samba Knowledge Graph ties it together: one connected map of content, audiences and outcomes that the industry has always dreamed about. As media workflows go agentic, the quality of decisions is only as good as the data behind it. We built the tools to put it to work." That's a lot but it's substantive. Now responsibilities list: we need to break into items. Let's list each bullet as separate - . Some sentences have multiple actions separated by periods; we can keep as is. I'll produce list items: - Manage full-cycle recruiting responsibilities across Corporate roles (G&A, Marketing, etc) and Technology roles (Engineering/Product). - Source. Screen. Close. - Sit with hiring managers before the req opens — define the role, build the scorecard, set the interview loop. - Source. Build your own pipeline instead of waiting for it to land in your inbox. - Put together a diverse, qualified slate every time. - We believe in the Rooney Rule and believe the strongest candidate will win on merit. - Own the candidate experience start to finish — prep, communication, timelines, feedback. - You're often the first real conversation someone has with Samba. - Get out from behind the desk. Show up at industry events, build relationships before you need them, and put a face on our employer brand. - Keep the ATS clean — accurate stages, notes, dispositions. - Familiarity with AI to create leverage for your efforts: sourcing, resume screening against a rubric, outreach drafts, market research, interview kits, reporting. - Own your funnel numbers — time to hire, source effectiveness, pass-through rates, offer-accept — and come with a point of view on what to fix. Now requirements list: each bullet. - 3–5 years of full-cycle in-house recruiting - Process-oriented. You work from a plan, you document, and you never let a candidate or hiring manager go quiet on you. - Fluent with an ATS and already building AI into your recruiting work — or fast enough to pick it up and run with it. - Our Talent team builds its sourcing searches, screening rubrics, kickoff docs, and reporting this way, and you will too. - Genuinely into the market — you want to be at the events, meeting people, and stacking a network you can pull from later. - Direct. You can tell a hiring manager the pipeline isn't there yet, and you show up with a plan when you say it. - Organized under load — multiple open reqs, shifting priorities, and you still hit your dates. - Comfortable moving fast in a company that doesn't have a playbook for everything yet. You'll help write it. - Bachelor's degree or equivalent experience. - Lever and Gem, or a comparable ATS and sourcing stack. - Recruiting experience in ad tech, media, streaming, or data. - You've built or improved a recruiting process before — not just worked inside someone else's. - Employer branding, campus recruiting, or events experience. - You don't need the whole playbook written before you'll move — we're writing ours as we go, and you'll be one of the people writing it. - You don't go quiet on candidates or hiring managers when a search gets hard. That's the opposite of the job. - You don't think of this as staffing — fill the req, collect the fee, move on. We're not a “get the job done and get out” shop; we're building a company. - You’re not a recluse. We work in-office globally. Now benefits list: - Health insurance - Wellness offerings - Life and disability insurance - Retirement savings plan - Paid holidays - Paid time off (PTO) - Other employee benefits - Bonuses - Short-term incentives - Long-term incentives Now pay paragraph: "Samba TV expects to offer a base salary between $