Senior Talent Acquisition Partner

The Senior Talent Acquisition Partner will lead end-to-end hiring for Business and Product, working closely with senior leaders as a trusted talent advisor. The role emphasizes talent strategy, structured hiring improvements, market intelligence, and inclusive recruiting practices to strengthen candidate and hiring outcomes. Role Responsibilities Serve as a talent advisor to senior leaders across Product and Business functions, shaping hiring strategies aligned to organizational priorities and long-term workforce plans. Convert market intelligence, competitive talent insights, and hiring data into actionable recommendations for informed talent decisions. Partner with leaders to anticipate future talent needs, evaluate organizational gaps, and create proactive hiring plans ahead of new openings. Challenge assumptions with data and expertise, providing perspective on talent availability and market dynamics to influence hiring outcomes. Own end-to-end recruiting for critical, high-impact roles while maintaining an exceptional experience for candidates and hiring teams. Continuously assess and improve interview frameworks, assessment methodologies, and hiring processes to raise quality, consistency, and efficiency. Drive calibration across interview teams by establishing best practices for evaluation and strengthening rigor through structured interviewing and competency-based assessments. Use AI-enabled recruiting tools and automation to improve recruiter productivity, streamline workflows, and support better decision‑making. Analyze recruiting metrics and funnel health to identify trends, uncover opportunities, and recommend improvements that strengthen hiring results. Develop deep expertise across key talent markets, staying current on competitive landscapes, emerging skills, compensation trends, and organizational structures. Conduct talent mapping and succession-oriented research to help leaders understand available talent pools and longer‑term hiring opportunities. Build and execute sourcing strategies using multiple channels, industry networks, referrals, events, and direct outreach to engage top talent. Regularly brief leaders on market conditions, talent availability, and competitive hiring activity to inform workforce planning. Embed inclusive hiring throughout the recruiting lifecycle by ensuring interviews, evaluations, and hiring decisions are structured, equitable, and focused on identifying strong talent. Partner with talent communities, professional organizations, and strategic sourcing channels to expand access to underrepresented talent and improve pipeline diversity. Ensure a candidate experience that reflects Hinge’s values and employer brand. Act as an ambassador for Hinge by communicating its mission, culture, and value proposition in a compelling and authentic way. Partner with cross‑functional stakeholders to support employer branding initiatives and attract high‑quality talent. Build meaningful, high‑touch relationships with candidates throughout the hiring process. Guide leaders through complex hiring decisions by balancing candidate experience, business needs, market realities, and internal equity considerations. Develop competitive offer strategies informed by compensation benchmarks, internal parity, and candidate motivations. Build partnerships across Talent Acquisition, People, Compensation, and business leadership to ensure alignment throughout the hiring process. Influence without authority by navigating ambiguity and aligning stakeholders to achieve hiring goals. Requirements 5+ years of full‑cycle recruiting experience, including substantial experience supporting Product, Business, or technical organizations in high‑growth environments. Proven ability to partner with senior leaders and influence hiring decisions using data, market expertise, and strategic consultation. Demonstrated success building and executing talent strategies for complex or business‑critical hiring initiatives. Strong sourcing and talent mapping experience, including identifying and engaging passive talent in competitive markets. Expertise in structured interviewing, assessment design, hiring process optimization, and recruiter enablement. Experience using recruiting analytics to identify trends, solve problems, and drive continuous improvement. Strong business acumen with the ability to connect talent decisions to organizational objectives. Excellent communication and stakeholder management skills, with credibility across all levels of an organization. Experience leveraging modern recruiting technologies, sourcing platforms, and AI‑enabled recruiting tools. Familiarity with ATS platforms such as Greenhouse, Lever, or Workday. Technology AI‑enabled recruiting tools Greenhouse Lever Workday Benefits 401(k) Matching: 100% match of the first 10% of pre‑tax contributions, up to $10,000 per year. Professional Growth: annual Learning & Development stipend after three months; free Udemy access (over 6000 courses) starting your first day. Parental Leave & Planning: 100% paid parental leave (20 paid weeks for both birth and non‑birth parents). Fertility Support: access to fertility care through Carrot and a stipend towards fertility preservation (eligible for you and your spouse/domestic partner). Date Stipend: $100 monthly stipend for epic dates; Hinge Premium is free for employees and their loved ones. ERGs: eight Employee Resource Groups (Asian, Unapologetic, Disability, LGBTQIA+, Raices, Women/Nonbinary, Parents) that hold regular meetings, host events, and provide dedicated support. Preferred Qualifications Experience recruiting in consumer technology, marketplace, mobile‑first, or high‑growth technology companies. Experience influencing hiring strategy across multiple business functions and seniority levels. Knowledge of New York compensation practices and geographic pay considerations. Location and Compensation Location: New York, NY (onsite) Salary: USD 140,000 to 150,000 per year #J-18808-Ljbffr Hinge