Senior Talent Partner (FTC)

Sierra Ventures; Finland; Remote; EUR 52,000 - 78,000; Full time

Benefits offered by this job

Equity or stock grants

Learning budget

Job summary

Siena is ramping across all functions and seeks a full-cycle recruiter to own the process end to end. You will turn inbound applications into a fast, disciplined pipeline and contribute to building the outbound engine that keeps Siena ahead of roles not yet opened.

This is a high-ownership role with latitude to shape processes. You will build relationships with candidates, leverage AI tools, and operate in a fully distributed, async-first environment.

Qualifications

• Experience in full-cycle recruiting from boutique agencies or early-stage startups in tech.
• Proven outbound sourcing experience, not just inbound coordination.
• Ability to treat candidates as relationships, not transactions.
• Experience running recruiting workflows with AI tools as core process.

Responsibilities

• Own inbound triage and initial screening, providing timely feedback to candidates.
• Build and run outbound hitlists and sourcing campaigns for priority roles.
• Maintain Ashby as the single source of truth with clean pipelines and useful notes.
• Use AI tooling as core operating infrastructure, not an add-on.
• Build relationships with candidates and the talent market to warm the bench before openings.

Skills

Full-cycle recruiting

Outbound sourcing

Candidate relationships

AI tooling

Tools

Ashby

Metaview

Pin

Claude

Job description

Meet Siena

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.

The team

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.

The Role

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.

What You'll Do

• 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.

Who You Are

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 dealbreakers, 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.

Not a Fit If

• 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.

Why Siena?

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, with unsolved problems and cutting-edge models, not a crowded field to compete in.

A team that respects your judgment. Globally distributed, async-first, low bureaucracy. We hire adults and treat you like one.

Great salary plus equity or stock grants. Own a piece of what you build.

Learning budget. If you are growing, so are we.

AI-fluency by default. Few places will push your work with production AI further or faster.

Our values

The people who thrive here are curious, customer-obsessed, and take ownership without being asked. They fix problems first and explain later. They're direct about feedback - both giving and receiving it - because they care more about getting things right than being polite.

They maintain high standards while moving at startup speed, and they build real relationships with teammates because they know that's how great work gets done. When things get tough, they adapt and keep pushing forward.

Our approach to AI

The people who thrive here treat AI like a natural extension of themselves. They've built their own ecosystem of agents - some for research, others for debugging, writing, analysis, or writing code. They know which AI works best for what problem.

Everyone gets premium accounts (ChatGPT, Claude, Perplexity Pro, Cursor, Lovable) plus a quarterly budget for new tools. But the magic happens in how we share knowledge. Demo days where someone shows off a clever workflows. Slack threads about which model handles a specific use case better. Learning from each other's AI workflows.

At Siena, we're not just looking for people who can do a job. We're looking for people who want to break boundaries, create the future, and reshape industries. If that's you, we look forward to your application.

How we hire

We use AI-assisted screening tools as part of our hiring process. All decisions are made by humans. You can request a human-only review at [e-mail].

Siena provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.