Talent Acquisition Partner

The Talent Acquisition Partner is a strategic hiring partner responsible for attracting, engaging, and hiring exceptional talent across technical and non-technical functions. This role partners closely with hiring managers and business leaders to develop recruiting strategies that balance speed, quality, and an exceptional candidate experience. Supporting hiring across multiple teams, locations, and levels, the ideal candidate is people-centric, data-driven, and thrives in a fast-paced, global environment with a high sense of ownership.

• Own end-to-end recruiting across technical and non-technical roles, from intake through offer acceptance and onboarding.
• Partner with hiring managers to define role requirements, success profiles, interview plans, and recruiting strategies.
• Manage multiple requisitions across departments, seniority levels, business functions, and geographic regions.
• Drive efficient hiring processes while maintaining a high-quality candidate experience.
• Lead offer management, negotiations, and hiring decisions in partnership with hiring managers and People leadership.

• Proactively source top talent using Linked In Recruiter, referrals, networking, industry communities, and other creative sourcing channels.
• Build and maintain diverse talent pipelines for current and future hiring needs.
• Develop personalized outreach campaigns that effectively communicate the company's mission, culture, and employee value proposition.
• Create innovative sourcing strategies to improve pipeline quality for hard-to-fill positions.
• Build long-term relationships with passive candidates and talent communities.

• Deliver a high-touch, inclusive, and transparent candidate experience throughout every stage of the hiring process.
• Coordinate interviews, prepare candidates and interviewers, and ensure timely communication and feedback.
• Guide candidates through the hiring process, answering questions regarding role scope, team structure, compensation, benefits, and company culture.
• Partner with interview teams to ensure structured, consistent, and equitable interview practices.
• Ensure candidates receive a seamless experience from initial outreach through onboarding.

• Serve as a trusted advisor to hiring managers by providing market intelligence, talent trends, sourcing recommendations, and compensation insights.
• Facilitate intake meetings and develop recruiting strategies aligned with business objectives.
• Track and report on recruiting metrics including pipeline health, time-to-fill, quality of hire, offer acceptance rates, and sourcing effectiveness.
• Continuously evaluate and improve recruiting processes, interview workflows, and hiring tools.
• Partner cross-functionally with HR, Operations, Marketing, Finance, and leadership on workforce planning and strategic hiring initiatives.
• Support employer branding initiatives to strengthen Kiteworks' presence in the talent market.
• Ensure secure handling of candidate and employee personal data in compliance with GDPR, including access control and data minimization, while supporting onboarding and offboarding processes aligned with ISO 27001 security policies.

• 3+ years of full-cycle recruiting experience supporting both technical and non-technical functions.
• Proven success hiring across disciplines including Software Engineering, Product, IT, Data, Dev Ops, Sales, Marketing, Customer Success, Finance, Operations, HR, and other corporate functions.
• Experience partnering with hiring managers throughout the hiring lifecycle, from workforce planning to offer acceptance.
• Strong ability to assess candidate qualifications and effectively communicate with technical and business stakeholders.
• Demonstrated ability to manage multiple searches simultaneously while maintaining exceptional candidate and hiring manager experiences.

• Experience using Applicant Tracking Systems (ATS) such as HiBob, Greenhouse, Lever, Workday, or similar platforms.
• Strong sourcing experience using Linked In Recruiter and other talent sourcing tools.
• Data-driven mindset with experience leveraging recruiting metrics to improve hiring outcomes.
• Comfortable using AI and automation tools to increase recruiting efficiency and enhance candidate engagement.
• Proficiency with Microsoft Office, Google Workspace, and recruiting technologies.