Talent Partner

About the Team

At the company, we’re a remote-first, globally distributed company with 120+ employees working across 13 countries around the world. Together, we’re building the platform for building and shipping web apps, with a mission to help anyone bring their ideas to the web.

As a Talent Partner, you’ll play a key role in bringing in the people who will shape the company’s next stage of growth. You’ll partner closely with hiring leaders to help them make thoughtful, high-quality hiring decisions and will be deeply embedded in understanding this evolving job market and what makes not only great talent, but folks who align with the company’s mission.  With our team, you’ll recruit across a wide variety of teams and talent markets, owning the full recruiting lifecycle and partnering closely with leaders across Sales, Marketing, Engineering, Product, Finance and other functions. Rather than specializing in one area, you’ll build context quickly, learn what great talent looks like across different parts of the business, and help us find and hire exceptional people.

We’ve already built a number of our own tools and workflows on the company to make our day-to-day work better, and we’re continuing to experiment with how AI can create even more leverage. With our team, you’ll be using the same platform you’re helping grow the team behind by shipping tools that improve your own work, experimenting with new ways of working, and contributing to how we continue to evolve how we hire.

What You'll Do

• Own full-cycle recruiting across a broad mix of functions -  GTM, G&A, and R&D - from intake through accepted offer, without needing a sourcer, coordinator, or ops partner to be effective

• Run search kickoffs, define and calibrate candidate profiles in partnership with hiring managers, and establish your own search strategy rather than waiting for one to be handed to you

• Independently develop proactive sourcing approaches for each search and build pipelines of passive talent while continuing to cultivate talent for difficult-to-fill roles and future hiring needs

• Conduct recruiter screens and develop a clear, evidenced point of view on candidates - sending hiring managers slates with real recommendations

• Own weekly search meetings with hiring managers: bring funnel data, market feedback, and a perspective on what's working and what isn't; diagnose problems and propose changes rather than just reporting that pipeline is light

• Act as a trusted talent advisor to hiring managers as you partner with them on their searches,  bringing market insight, recruiting expertise, and thoughtful pushback when it will lead to a stronger hiring decision

• Partner across the People Team on talent strategy, workforce and organizational planning with HR Business Partners, and with People Operations on scalable solutions and processes.

• Manage offers and candidate closing end-to-end, while delivering a responsive, thoughtful, and high-touch candidate experience throughout every stage of the process -  including for candidates we ultimately don't hire

• Use recruiting metrics such as funnel conversion, time to fill, time to hire, sourcing performance, and candidate feedback to identify patterns, inform decisions, and continuously improve how we hire

• Design and build AI-assisted and vibe-coded recruiting workflows, evaluate them critically, and identify new opportunities to create leverage - without waiting to be assigned an automation project

What You'll Bring

• Enough full-cycle recruiting reps to operate independently from day one - you've had several years of experience personally run intake, sourced, screened, managed HM relationships, and closed candidates across multiple simultaneous searches

• A track record of encountering unfamiliar roles or functions and figuring out how to recruit them effectively, rather than defaulting to a narrow specialty

• A history of sourcing and engaging passive candidates, ideally at companies where the logo wasn't doing most of the recruiting for you - you've had to create interest, not just harvest it

• Demonstrated ability to partner with hiring managers by running search meetings, interpret and pushing back on feedback, recognizing when calibration is off, and owning the relationship

• Experience using funnel data to change your behavior - when four candidates get rejected, your instinct is to investigate why, not to source a fifth

• You can execute quickly across a high volume of searches while maintaining a high bar for quality, balancing speed with the judgment needed to find the right talent for highly specialized roles.

• Experience working with imperfect infrastructure - you've operated without a dedicated sourcer, coordinator, or mature ops team and made it work

• A history of noticing broken or inefficient workflows and doing something about them, whether through AI tools, automation, process changes, or creative problem-solving - you've improved something without being told to

• Strong organization and communication skills, with the ability to keep multiple searches, stakeholders, candidates, and decisions moving in a distributed environment without sacrificing the details or the human experience

• Proficiency with an ATS and the broader recruiting toolset (we use Greenhouse), and comfort experimenting with AI-powered tools to meaningfully improve recruiting quality or throughput

• We don't require educational qualifications for the role - we're interested in the experience, judgment, and skills you've developed through your work.

This Role is a Great Fit If

• You care deeply about the people behind every application and recognize that looking for a new role is a meaningful decision in someone’s life. You lead with empathy, communicate openly, and follow through on what you say you’ll do. Whether someone joins the company or not, you want them to feel that their time was respected, they were treated with care, and they had a thoughtful experience with us.

• You're energized by functional variety. An unfamiliar finance role or a senior engineering search doesn't become "that's not my specialty." You get curious, ask good questions, and figure it out

• You work well in an environment that resets every few months. Priorities shift, reqs change, and that doesn't throw you -  you reorient and keep moving

• You can move fluidly between sourcing, candidate conversations, hiring-manager partnership, data, and operational details while keeping communication clear in a remote, async environment

• You approach recruiting as a strategic partnership with the business by understanding what teams need, bringing a strong recruiting perspective, and helping hiring leaders make decisions that strengthen their teams.

• You're the kind of recruiter who, when something isn't working, investigates rather than simply escalating. When you're recruiting for something unfamiliar, you ask the right questions, build context quickly, and develop a point of view before moving the search forward

• You've noticed inefficient systems before and done something about them. You don't need to arrive with a portfolio of automations, but you have a pattern of seeing a problem, getting curious, and experimenting your way to something better

Our applications will close on Wednesday, November 11, 2026 at 5pm CST

Applying

Not sure you meet 100% of our qualifications? Please apply anyway!

When applying please include

A resume or short listing of your job history & skills (link to a LinkedIn profile would be fine). We appreciate a cover letter explaining why you would enjoy working in this role at the company to get to know you a bit better, though this is not required and will not impact your application. Our mission is to “build a better web” and that cannot be done without a diversity of skill sets, backgrounds and thoughts.

Of everything we've ever built at the company, we are most proud of our team. The company is an Equal Opportunity Employer. We are devoted to building a team of people with diverse backgrounds and lifestyles. Driving equality empowers our team, enables us to innovate, and helps us maintain a more inclusive environment. We don’t discriminate against employees or applicants based on gender identity or expression, sexual orientation, religion, age, race, military/veteran status, citizenship, pregnancy status, or any other differences. If we can do anything to provide a better interview, i.e. accommodate a disability, then please let us know by emailing [link for members] .

About the company

The company is the most popular way to build, deploy, and scale modern web applications, empowering everyone from fast moving solo developers to enterprise teams. Millions of developers and organizations rely on the company as their platform of choice for composing web applications that are production ready, performant, and flexible. Now, as we embrace the next era of software development, we are embedding the same fluid, intuitive experience into the Agent Experience (AX), making it just as simple for intelligent agents to understand, interact with, and act on our platform as it is for developers. Whether your user is human or machine, the company ensures the path from idea to URL is seamless, fast, and deeply reliable.

We are a Series D company that has raised over $200M from investors such as Andreessen Horowitz, Kleiner Perkins, EQT, Bessemer, BOND, and Menlo Ventures. As a fully distributed company, we aim to create a company culture where the best idea can come from anywhere and strive to be thoughtful, compassionate, and collaborative in our work. If this sounds like something you’d like to be part of, we’re excited to connect with you!

At the company, we are committed to a compensation philosophy that prioritizes fairness and equity, positions our employee compensation competitively in the market, recognizes and rewards performance, and takes a comprehensive approach to our rewards package. We anchor our compensation philosophy on a market-based approach, therefore salary ranges may differ depending on the labor cost in a particular location. The salary provided is in addition to robust benefits and participation in the company’s equity plan. Our hiring range for this role is targeted at $97,000 - $150,000 for most US-based locations and $95,000 - $143,000 CAD for most Canada-based locations. Candidates in premium markets should consult with their Talent Acquisition partner regarding location-based ranges, as they may be higher or lower than the average US range listed. The starting pay will be determined based on multiple factors, including expertise and skills, market demands, experience, internal equity, and applicable geographic location. These compensation packages and ranges are subject to change and may be modified in the future.