Senior Talent Acquisition Partner

Who you are

• 4+ years of full-cycle recruiting in a fast-paced, high-growth environment;
  SaaS, fintech, or crypto strongly preferred
• 1+ years recruiting for GTM functions (Sales, Marketing, Sales Engineering)
• A track record of earning trust with senior stakeholders and influencing through data and judgment, not just process
• Proven ability to source and close passive candidates in competitive markets
• Comfort using recruiting metrics to spot trends and sharpen strategy
• Adaptability- priorities shift fast here, and you shift with them
• Fluency with Greenhouse, Linked In Recruiter, and Claude/ AI Tools to move faster across sourcing, screening, and candidate communication
• A genuine commitment to building diverse pipelines and inclusive hiring practices at scale

• Fireblocks is the infrastructure powering the next era of digital finance — banks, fintechs, and enterprises building on blockchain rails run on our platform
• As we scale our revenue engine, we’re looking for a full-time permanent Senior Talent Acquisition Partner to own hiring for our GTM organization and help shape how we find, evaluate, and close the talent driving that growth
• This is a high-visibility, consultative seat. You’ll run full-cycle recruiting end to end, but just as importantly, you’ll be a trusted advisor to GTM leaders — bringing market intelligence, and a sharp read on the competitive talent landscape to every conversation
• Own full-cycle recruiting for GTM roles, from intake through offer and close, ensuring a thoughtful and high-quality candidate experience
• Identify and resolve recruiting bottlenecks, proactively addressing challenges before they impact hiring velocity or quality
• Act as a talent advisor to Sales and Marketing leadership: real-time market mapping, competitive intel, and comp trends that keep our offers winning
• Build a warm bench of top GTM talent ahead of need, so priority roles and territories never sit open waiting on a pipeline
• Push our recruiting process forward — test new sourcing channels, tighten our funnel, and find scalable ways to improve speed and quality
• Partner closely with Business Partners, People Ops, and hiring managers to keep the hiring process seamless and compliant
• Spot bottlenecks before they cost you velocity or quality, and fix them

• Flexible vacation policy