Interim Sr. Talent Partner

FORT Robotics; United States; Remote; USD 117,000 - 131,000; Full time

Job summary

FORT is seeking a Sr. Talent Partner to own end-to-end recruiting for a high-growth year ahead, partnering directly with hiring managers and the Director of People & Culture.

You will source, screen, coordinate, and close candidates across multiple functions. This is a hands-on seat spanning technical firmware, embedded systems, safety engineering, and roles in sales, product, operations, and G&A across US and Europe.

Qualifications

• 5+ years of full-cycle recruiting, including at least 2 years in-house at a startup or high-growth company.
• Proven success hiring hardware, embedded, firmware, or systems engineers; you can discuss the work beyond keywords.
• Strong direct sourcing skills and a track record of filling niche technical roles without agencies.
• Experience managing a high requisition load while keeping candidates and hiring managers informed.

Responsibilities

• Run full-cycle recruiting for roughly 12–18 open requisitions end-to-end.
• Lead intake meetings with hiring managers to define must-haves and interview plans.
• Source passive candidates via LinkedIn Recruiter, GitHub, technical communities, and referrals.
• Screen candidates for technical fit and motivation; provide clear recommendations.
• Coordinate interview loops, collect feedback within 24 hours, drive debriefs.
• Partner on offers using salary bands and compensation guidelines; keep ATS current.

Skills

Full-cycle recruiting

Sourcing

Stakeholder management

ATS experience

Candidate assessment

Remote coordination

Tools

Greenhouse

LinkedIn Recruiter

Job description

Sr. Talent Partner (6-month contract)

FORT is entering a potential big growth year through 2027. You will be our dedicated recruiting partner for that push, owning searches end to end and working directly with hiring managers and the Director of People & Culture.

About a third of the roles are deeply technical (firmware, embedded systems, functional safety, and quality engineering). The rest span sales (including EMEA and DACH account executives), product, operations, and G&A. This is a hands-on seat: you will source, screen, coordinate, and close.

Success in your first six months looks like:

• Q4 2026 and Q1 2027 priority roles filled on plan, with hiring managers who trust your read on candidates
• A repeatable intake, scorecard, and debrief process every hiring team uses
• Clean, current pipeline data in our ATS that leadership can rely on for headcount planning
• A candidate experience that reflects FORT well, including for people we don't hire

What you'll do

• Run full-cycle recruiting for a concurrent load of roughly 12–18 open requisitions, from intake through offer acceptance
• Lead intake meetings with hiring managers to define must-haves, interview plans, and scorecards before a role goes live
• Source passive candidates directly through LinkedIn Recruiter, GitHub, technical communities, university networks, and referrals, with a focus on hard-to-find embedded and safety engineering talent
• Screen candidates for technical fit and motivation, and give hiring managers a clear, honest recommendation
• Coordinate interview loops, gather feedback within 24 hours, and drive debriefs to a decision
• Partner with the Director of People & Culture on offers, using FORT's salary bands and compensation guidelines
• Keep the ATS current and report weekly on pipeline health, time-to-fill, and risks to the hiring plan
• Coach hiring managers on structured, consistent interviewing
• Recruit across US and European time zones, including EMEA and DACH sales roles

What you bring

• 5+ years of full-cycle recruiting, including at least 2 years in-house at a startup or high-growth company
• Proven success hiring hardware, embedded, firmware, or systems engineers; you can hold a credible conversation about the work, not just match keywords
• Strong direct sourcing skills and a track record of filling niche technical roles without relying on agencies
• Experience carrying a high requisition load while keeping candidates and hiring managers informed
• Comfort pushing back on hiring managers with data when a profile, timeline, or process isn't working
• Fluency with an ATS (Greenhouse preferred) and LinkedIn Recruiter
• Clear, organized written communication; you keep your pipeline and notes current without being chased
• Availability to start between November & December

Nice to have

• Recruiting for robotics, autonomous vehicles, industrial automation, or other safety-critical hardware
• Familiarity with functional safety roles (ISO 13849, IEC 61508, ISO 26262) and what makes a strong safety engineer
• Experience hiring in the UK, Germany, or the broader EMEA market
• Experience hiring enterprise or technical account executives
• Background building a recruiting process from scratch at a company without a dedicated talent team

Engagement details

This role starts as a 6-month contract with a possibility for a full-time role in 2027.

• Contract: hourly, through our EOR, Oyster, at a competitive market rate of $85-$95HR
• Schedule: full-time hours, with some flexibility for early or late calls with European candidates, potentially

Application window: Applications accepted through the end of December 2026. This date will be updated if the window is extended.