Talent Partner

Mixbook; Northern (KY); Hybrid; USD 110,000 - 190,000; Full time

Job summary

Mixbook is seeking a Talent Partner to own end-to-end recruiting and build strong partnerships with hiring managers across functions. This role is fully remote within the United States and may include light travel up to two times per year.

You will drive searches independently, calibrate strategies with leaders, and develop proactive pipelines using diverse sourcing strategies and market insights. You will champion structured interviewing, evidence-based decisions, and thoughtful use of AI to

Qualifications

• 6+ years of full-cycle recruiting with ownership of searches from kickoff to close.
• Experience partnering with hiring managers and senior leaders to define needs and move searches forward.
• Data-informed approach using funnel metrics and market insights to adjust strategy.
• Experience using AI, automation, or modern recruiting tech with sound human judgment.
• Ability to create clear, respectful candidate experiences and surface risks early.
• Strong business acumen and capacity to manage competing searches independently.

Responsibilities

• Own end-to-end recruiting across a slate of roles, from intake to offer and close.
• Partner with hiring managers and senior leaders to define success profiles and calibrate strategy.
• Build proactive pipelines using diverse sourcing strategies and market knowledge.
• Maintain structured scorecards, interview feedback, and evidence-based decision documentation.
• Use recruiting data and weekly reporting to communicate funnel health and risks.
• Deliver a timely, respectful candidate experience from first contact to decision.
• Apply AI thoughtfully to improve sourcing and screening while keeping human judgment central.
• Identify opportunities to improve calibration, interview design, workflows, and tooling.
• Make independent day-to-day decisions and surface blockers early for alignment.

Skills

Full-cycle recruiting

Stakeholder partnership

Sourcing & pipelines

Data-driven recruiting

Interview design

Communication & judgment

Ownership & autonomy

Tools

ATS/CRM tools

Job description

About the Role

We're looking for a Talent Partner who combines strong recruiting craft with ownership, sound judgment, and genuine business partnership.

You’ll own searches end to end, partner closely with hiring managers and senior leaders, and use data and evidence to help teams make thoughtful hiring decisions. This is a hands‑on recruiting role for someone who knows how to move a search forward independently while also recognizing when a change in strategy, calibration, or process is needed.

You’ll have the opportunity to support searches across functions and seniority levels, including select senior and VP-level roles. You’ll also help us continue evolving how we hire – from structured interviewing and candidate experience to reporting, tooling, and the thoughtful use of AI.

This role reports to our Director of Team Enablement, is fully remote within the United States, and may include travel up to two times per year.

What You’ll Do

• Own full‑cycle recruiting across your slate of roles, from intake and sourcing through assessment, offer, and close.
• Partner with hiring managers and senior leaders to define what great looks like, build effective search strategies, calibrate along the way, and make well‑informed hiring decisions.
• Build strong, proactive candidate pipelines using a mix of sourcing strategies, networks, market knowledge, and recruiting tools.
• Maintain structured scorecards, interview feedback, and decision documentation that support consistent, evidence‑based hiring.
• Use recruiting data and weekly reporting to communicate funnel health, progress, risks, and recommended actions.
• Deliver a candidate experience that is timely, clear, respectful, and consistent from first conversation through final decision.
• Use AI and recruiting technology thoughtfully to improve sourcing, screening, administration, and recruiter and interviewer effectiveness while applying human judgment where it matters most.
• Proactively identify opportunities to improve how we hire, including calibration, interview design, sourcing strategy, funnel health, documentation, and recruiting workflows.
• Make sound day‑to‑day decisions independently and surface risks, trade‑offs, or blockers early when broader alignment is needed.

What You’ll Need

• 6+ years of full‑cycle recruiting experience with demonstrated ownership of searches from kickoff through close.
• Experience partnering directly with hiring managers and senior stakeholders to define hiring needs, calibrate talent profiles, and move searches forward.
• Strong sourcing skills and the ability to build pipelines beyond inbound applicants, particularly for competitive or specialized roles.
• A data‑informed approach to recruiting, with experience using funnel metrics and market insights to adjust strategy and advise hiring teams.
• Strong judgment and communication skills, including the ability to challenge assumptions, surface risks, and recommend a different approach when the evidence calls for it.
• Demonstrated experience improving a recruiting process, program, or system – for example, structured interviews, scorecards, sourcing approaches, candidate experience, reporting, or recruiting operations.
• Business acumen and the ability to connect recruiting decisions to broader considerations such as urgency, talent availability, cost, risk, and business priorities.
• Experience using AI, automation, or modern recruiting technology to improve recruiting effectiveness, paired with thoughtful judgment about where human evaluation should remain central.
• A track record of creating a clear, responsive, and respectful experience for both candidates and hiring teams.
• High ownership and self‑direction, with the ability to manage competing searches, priorities, and stakeholders without needing constant oversight.

Nice‑to‑Haves

• Experience recruiting across multiple countries or regions, particularly in partnership with globally distributed teams.
• Experience recruiting across both technical functions, such as Engineering and Data, and go‑to‑market functions.
• SHRM‑SCP, HRCI SPHR, or equivalent.