🚀 The Role

We're hiring a Senior Talent Partner - Engineering to own our hardest senior engineering hiring day to day, and help us get faster at it without dropping our bar.

Engineering is where tem builds its edge - the teams behind Rosso, our pricing and transaction infrastructure, alongside the Platform, Billing, Payments and Customer teams that run with them. Our biggest challenge is at the top end: Senior Staff and Principal engineers are scarce, in demand, and slow to land, and we need someone who can carry those roles brilliantly end to end.

You'll work alongside our Head of Tech Talent, who owns the wider Engineering patch, and you'll be the trusted day-to-day partner to the engineering managers you support. This is a senior individual-contributor role - the craft of finding, assessing and closing exceptional engineers is the job.

You will report into our Head of Tech Talent.

In your first 12 months, you might:

Take ownership of our hardest senior engineering roles - Senior Staff and Principal - carrying them end to end from sourcing through to offer.
Build a proactive, passive-first pipeline for senior engineers ahead of demand, so we're never starting a search cold.
Make calibrated calls on the bar for senior roles, and refine specs with engineering managers so they're benchmarked and hireable, not wish lists.
Bring sharp ideas to how we source, assess and attract senior engineers - and push back when a spec or a step won't land the right hire.
Use AI well across your workflow to move faster without dropping quality.

⚡ Responsibilities

Own your roles end to end: carry senior engineering roles from sourcing strategy through offer and close, owning your slice of our on-time closure number.
Build pipeline ahead of demand: run proactive, passive-first sourcing for Senior Staff and Principal engineers, so we're never starting from cold.
Hold the bar: make calibrated, consistent hiring-bar calls on senior, high-stakes roles.
Refine the ask: work with engineering managers to turn specs into benchmarked, hireable roles rather than wish lists.
Partner with engineering: be the trusted point of contact for the managers you support, without needing oversight.
Improve how we work: spot gaps in sourcing, assessment or process and bring fixes, backed by evidence.
Put AI to work: use AI across sourcing, screening support and the admin around a search to move faster, while keeping human judgement on the calls that matter.

✅ Requirements

Must-Haves

Proven senior or technical recruiting experience as a strong individual contributor - you've carried hard, senior roles end to end.
Sharp technical calibration - you can read engineering signal, hold your own with engineering managers, and tell good from great.
Excellent proactive, passive-first sourcing for scarce senior talent, with a track record of building pipeline ahead of demand.
A genuine hiring-manager partner - you refine specs, push back when it helps, and are trusted to run your roles without oversight.
Comfort in a fast-moving, sometimes ambiguous scale-up - you bring order and own your roles rather than waiting to be chased.
Deliberate, fluent use of AI in your recruiting craft - you reach for it to move faster and are clear on where human judgement must stay.

Desirable

Experience hiring engineers in a regulated or complex domain such as energy, fintech or payments.
Experience working within a structured, calibrated hiring process (e.g. a Bar Raiser-style bar).
Familiarity with Ashby or similar structured hiring tooling.