Talent Acquisition Partner

The Talent Acquisition Partner owns full-cycle recruitment for both commercial (sales, marketing, and operations) and technology (engineering, product, and data) hiring. You will partner directly with hiring managers to translate business needs into hiring plans, build strong talent pipelines across two very different candidate markets, and deliver a consistently excellent candidate experience from first outreach through offer close. This role is ideal for a recruiter who is equally comfortable evaluating a sales candidate's quota performance and a backend engineer's technical depth, and who thrives working across multiple concurrent requisitions in a fast-moving environment.ResponsibilitiesOwn the end-to-end recruitment lifecycle — intake, sourcing, screening, interview coordination, offer negotiation, and close — for open roles across commercial and technology functions.Partner with hiring managers to run structured intake meetings, define role scorecards, and design interview loops appropriate to each function.Build and continuously nurture talent pipelines using channels suited to each market: LinkedIn Recruiter, Boolean/X-ray search, GitHub and technical communities, referrals, and proactive outreach for both sales and engineering talent.Conduct competency-based screening interviews, assessing commercial acumen (quota attainment, prospecting, negotiation) for commercial roles and technical fundamentals in partnership with technical interviewers for engineering and product roles.Manage a high-volume, cross-functional requisition load in parallel, prioritising based on business urgency.Own candidate experience end-to-end: timely communication, transparent feedback loops, and well-managed offer negotiation and closing.Track and report on recruitment metrics — time-to-fill, source effectiveness, pipeline conversion, and quality of hire — separately for commercial and tech, and use the data to refine sourcing strategy.Maintain accurate, up-to-date candidate records and requisition status in the ATS.Champion consistent, compliant, and equitable hiring practices across all roles.Contribute to employer branding and continuous improvement of recruitment tools and processes.Qualifications and Experience3+ years of full-cycle, internal recruitment experience, ideally spanning both commercial/sales and technical/engineering hiring.Demonstrated ability to manage a high-volume, cross-functional requisition load simultaneously without losing candidate or hiring-manager experience quality.Working knowledge of technical hiring fundamentals — reading technical job specs, sourcing engineering talent, and partnering effectively with technical interview panels.Solid understanding of commercial/sales hiring metrics and what strong sales performance looks like on paper and in interviews.Proficiency with an ATS and modern sourcing tools (LinkedIn Recruiter, Boolean search, GitHub, etc.).Strong stakeholder management skills, with a consultative approach to advising hiring managers at all levels.Excellent written and verbal communication, organisation, and prioritisation skills in a fast-paced environment.SaaS, fintech, and/or startup hiring experience preferred, with an understanding of the pace, ambiguity, and scaling challenges specific to these environments.