Role: Talent Acquisition Partner

Location: Remote-first (NYC preferred)

Our client is building infrastructure at the intersection of global markets, trading, and modern financial systems. Backed by top-tier investors and operating at a high-growth stage, the business is scaling quickly across engineering, growth, and commercial functions.

The team is still small, highly execution-oriented, and operating with a strong builder mentality. Hiring velocity has become a direct constraint on company growth, and leadership is investing heavily in building a world-class talent function early.

The organization is particularly focused on attracting strong technical, quant, infrastructure, growth, and future sales talent while maintaining an extremely high hiring bar.

Position Overview:

This role sits at the center of the company’s recruiting operations during a critical scaling period.

The company is actively hiring across technical, quant, growth, and future commercial functions, and leadership has identified recruiting velocity as one of the primary constraints on growth. The person in this seat will partner closely with a senior company operator who currently oversees talent initiatives while also managing a broad strategic remit across the business.

The mandate is to build and maintain the operational infrastructure that keeps recruiting moving quickly and cleanly — ensuring recruiters stay aligned, feedback loops remain fast, pipelines stay organized, and candidate communication is high quality.

This is not a pure sourcing role. It is an execution and coordination role designed for someone who enjoys building process, operating behind the scenes, and becoming the connective tissue across recruiters, hiring managers, and candidates.

Over time, the expectation is for this person to take on increasing ownership within the company’s talent function as the organization scales.

Key Responsibilities:

• Coordinate directly with external recruiters across active searches
• Track pipeline progress, feedback loops, and candidate movement across roles
• Maintain ATS hygiene and ensure systems remain accurate and up to date
• Manage candidate-facing materials, role briefs, and JD updates
• Support hiring-manager preparation before candidate conversations
• Ensure recruiter messaging and company positioning stay aligned in market
• Assist with hiring strategy discussions across technical, growth, and commercial hiring
• Help operationalize recruiting workflows as the company scales
• Identify process gaps, close operational loops quickly, and improve recruiting velocity

Qualifications:

✅ You likely fit if you:

• Have 1–3 years of experience in recruiting, talent operations, executive search, startup operations, or adjacent environments
• Have exposure to startups, venture-backed companies, or fast-moving operating environments
• Have experience working with recruiters, candidates, or hiring pipelines in some capacity
• Have strong organizational instincts and high attention to operational detail
• Have clear written and verbal communication skills
• Are comfortable operating in ambiguity without waiting for structure to be handed down
• Are naturally proactive with strong follow-through and ownership mentality
• Are curious about technology, markets, startups, or trading-related businesses
• Are interested in building a long-term career in talent and recruiting leadership

❌ This role is not for you if you:

• Want a highly structured corporate recruiting environment
• Are primarily interested in strategy consulting, finance, or generalist operations rather than talent
• Are uncomfortable with ambiguity, speed, or evolving responsibilities
• Need heavy process, oversight, or handholding to operate effectively
• Do not have exposure to startups, recruiting, or hiring environments
• Are looking for a short-term stepping stone rather than long-term ownership within talent

What they offer:

• $100k–$170k base salary plus meaningful equity (exceptional candidates may be considered above range)
• Direct exposure to senior company leadership and hiring strategy
• Accelerated ownership and career progression opportunity
• Opportunity to build recruiting systems from an early stage of company growth
• Broad exposure across technical, quant, growth, and future commercial hiring
• High-trust, high-autonomy operating environment
• Clear path toward larger talent leadership ownership as the company scales

Interested?

If you’re reading this thinking “this is exactly me”, please DM me on LinkedIn!🔗