Talent Acquisition Partner

UNKNOWN

California (MO)

Hybrid

USD 90,000 - 140,000

Full time

14 days+

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Benefits offered by this job

Competitive salary

Learning allowance

Performance reviews

Equity options

Retirement plan (RRSP/401k)

Healthcare on day one

Parental leave

Wellness stipend

Life insurance

Unlimited PTO

Recharge days

Remote flexibility

WFH allowance

Office in Toronto

Job summary

Super.com is seeking a Talent Acquisition Partner to drive end-to-end recruiting for Engineering, Product and Data teams, building diverse pipelines and ensuring a smooth candidate experience. You will manage relationships with hiring managers and stakeholders to tailor recruitment strategies and streamline processes.

The role requires sourcing creativity, collaboration, and a data-driven approach to optimize time-to-hire and candidate quality while supporting non-technical teams when needed.

Qualifications

4+ years of full cycle technical recruitment experience.
At least 2+ years of experience in-house is preferred.
Proficient in using applicant tracking systems (experience with Ashby is a plus).
Experience sourcing and engaging candidates through various channels, including LinkedIn, and referrals.
Comfortable managing the end-to-end recruitment process with a focus on speed, quality, and collaboration.
Strong communicator who thrives in a fast-paced environment and is passionate about providing a great candidate experience.
An eagerness to further develop your recruitment skills and contribute to improving recruitment processes.
Experience using sourcing tools such as Juicebox, LinkedIn Recruiter, or other candidate engagement platforms.
Familiarity with the technical talent market, including trends and challenges in recruitment for these roles.
A solid understanding of recruitment best practices and compensation benchmarks within the technical talent market.
Ability to collaborate effectively with hiring managers and other leaders to build strong recruitment strategies.
A data-driven mindset with the ability to analyze recruitment performance and optimize processes.

Responsibilities

As a Talent Acquisition Partner, you will play an important role in driving recruitment efforts for our Engineering, Product and Data teams, helping to build out strong, diverse talent pipelines.
This role will require a mix of relationship-building, creativity in sourcing, and an ability to manage the end-to-end recruitment process effectively.
You will collaborate with hiring managers and other stakeholders to understand hiring needs, advise on recruitment strategies, and ensure a seamless experience for candidates as they move through the hiring process.
Although this role is focused heavily on supporting the technical teams, there may be times where fluctuations between teams occur and the need to support our non-technical, GTM, and G&A teams take place.
Full-Cycle Recruiting: Own the end-to-end recruitment process for technical roles, from sourcing and screening to interviewing, negotiating offers, and advising stakeholders on recruitment best practices and processes.
Talent Strategy: Partner closely with Engineering, Product, and Data leaders to understand team needs and advise on recruitment strategies that attract top talent for Super.com, specifically for our non-technical, business teams.
Sourcing & Pipeline Management: Proactively source candidates and maintain a talent pipeline using a variety of methods, including networking, social media, and direct outreach.
Candidate Experience: As the first representative of Super.com, ensure candidates have a positive experience through clear communication, timely feedback, and a structured interview process while sharing the company culture and values.
Collaboration: Partner with other members of the Talent Acquisition team to align on hiring goals, share best practices, and ensure a unified approach to recruitment.
Diversity & Inclusion: Help ensure the recruitment process is inclusive and supports the company’s diversity goals by implementing inclusive hiring practices.
Data-Driven Decisions: Track recruitment metrics (such as time to hire and candidate satisfaction) to assess the effectiveness of recruitment strategies and continuously improve the process.

Skills

Full-cycle recruiting

In-house experience

ATS proficiency

Candidate sourcing

Effective communicator

Data-driven

Collaborative

Market awareness

Tools

LinkedIn Recruiter

Ashby

Juicebox

Job description

Who you are

4+ years of full cycle technical recruitment experience
At least 2+ years of experience in-house is preferred
Proficient in using applicant tracking systems (experience with Ashby is a plus)
Experience sourcing and engaging candidates through various channels, including LinkedIn, and referrals
Comfortable managing the end-to-end recruitment process with a focus on speed, quality, and collaboration
Strong communicator who thrives in a fast-paced environment and is passionate about providing a great candidate experience
An eagerness to further develop your recruitment skills and contribute to improving recruitment processes
Experience using sourcing tools such as Juicebox, LinkedIn Recruiter, or other candidate engagement platforms
Familiarity with the technical talent market, including trends and challenges in recruitment for these roles
A solid understanding of recruitment best practices and compensation benchmarks within the technical talent market
Ability to collaborate effectively with hiring managers and other leaders to build strong recruitment strategies
A data-driven mindset with the ability to analyze recruitment performance and optimize processes

What the job involves

As a Talent Acquisition Partner, you will play an important role in driving recruitment efforts for our Engineering, Product and Data teams, helping to build out strong, diverse talent pipelines
This role will require a mix of relationship-building, creativity in sourcing, and an ability to manage the end-to-end recruitment process effectively
You will collaborate with hiring managers and other stakeholders to understand hiring needs, advise on recruitment strategies, and ensure a seamless experience for candidates as they move through the hiring process
Although this role is focused heavily on supporting the technical teams, there may be times where fluctuations between teams occur and the need to support our non-technical, GTM, and G&A teams take place
Full-Cycle Recruiting: Own the end-to-end recruitment process for technical roles, from sourcing and screening to interviewing, negotiating offers, and advising stakeholders on recruitment best practices and processes
Talent Strategy: Partner closely with Engineering, Product, and Data leaders to understand team needs and advise on recruitment strategies that attract top talent for Super.com, specifically for our non-technical, business teams
Sourcing & Pipeline Management: Proactively source candidates and maintain a talent pipeline using a variety of methods, including networking, social media, and direct outreach
Candidate Experience: As the first representative of Super.com, ensure candidates have a positive experience through clear communication, timely feedback, and a structured interview process while sharing the company culture and values
Collaboration: Partner with other members of the Talent Acquisition team to align on hiring goals, share best practices, and ensure a unified approach to recruitment
Diversity & Inclusion: Help ensure the recruitment process is inclusive and supports the company’s diversity goals by implementing inclusive hiring practices
Data-Driven Decisions: Track recruitment metrics (such as time to hire and candidate satisfaction) to assess the effectiveness of recruitment strategies and continuously improve the process

Benefits