Senior Talent Partner - GTM

Senior Talent Partner - GTM New York, Hybrid Fixed Term Employee 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. What You’ll Do: 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 What You Bring: 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 Initially, this is a fixed term role but is likely to extend. #J-18808-Ljbffr The Rec Hub