Senior Talent Partner; FTC)

Siena is the Agent of Record for CX, built for consumer brands like Spanx, FIGS, Brooklinen, and Grüns.

It runs as a connected multi-agent stack on top of a shared intelligence layer: agents that sell, support, listen, handle social and voice across the entire customer journey, turning every conversation into signal you can act on.

We are a small, fully distributed, global team. We have built leverage into how we work, which is what lets a team this size move at the speed we do.

We hire athletes. Everyone here owns real outcomes, defaults to writing over meetings, communicates with directness, and acts the moment they see something worth acting on. Low ego, high standards, fast clock.

If you want to set the bar rather than follow one, keep reading.

Siena is ramping across all functions at the same time. This role owns full-cycle recruiting end to end: turning inbound applications into a fast, disciplined pipeline, and playing a role in building the outbound engine, hitlists, market relationships, and outreach cadence, that keeps Siena ahead of the roles it hasn't opened yet.

This is a high-ownership role with real latitude to build the process rather than inherit one. No hand-holding, no half-scoped mandate: you play a role in setting the standard for how Siena recruits.

• Own inbound triage and initial screening for our open roles, and provide every candidate an answer, on time. This is the standard the function is built around.

• Build and run outbound hitlists and sourcing campaigns for priority roles before they're urgent, not after.

• Maintain Ashby as the single source of truth: clean pipelines, accurate stages, and notes that actually help the next person reading them.

• Use AI tooling as core operating infrastructure, not an add-on.

• Build and hold real relationships with candidates and the wider talent market, so Siena has a warm bench before a role opens.

The Bar: If you're missing any of these, this isn't the role for you.

• Full-cycle recruiting background from a boutique agency or an early-stage startup in the tech space, with demonstrated outbound sourcing, not just inbound coordination.

• Treats candidates as relationships, not transactions, and it shows in how you write and follow up.

• Exposure to running multiple live, high-stakes roles simultaneously.

• A demonstrated track record building and running recruiting workflows with Claude or similar AI tools as core process, not just occasional use.

Strong Signal: Not deal breakers, but what separates a good hire from a great one.

• A track record of building outbound hitlists and market relationships that outlive any single req.

• Comfortable operating independently with sound judgment, without a detailed task list.

• Hands-on, current experience across Ashby, Metaview, and Pin or adjacent tooling.

• Not afraid of cold calling, when time allows, picking up the phone to headhunt our top talent targets.

Nice to Have: Bonus, not required.

• Experience recruiting for both technical and commercial roles in the same pipeline.

• Global hiring experience, a history of recruiting for fully distributed teams.

• Familiarity with CX, AI agents, or adjacent product categories.

• You need daily managerial oversight or a fully pre-built process to operate inside.

• You view candidate response time and communication as optional rather than core to the job.

• You wait to be told what to do instead of spotting the gap and closing it yourself.

Real ownership. You will own problems, not tasks, with the autonomy to solve them your way and the trust to do it without a manager in your inbox.

Work that ships and matters. What you build reaches real consumer brands fast.

A category we are creating. The Agent of Record is new ground,…