About This Role

At GEEK Up, Talent Acquisition is a strategic driver of business success. As a Talent Acquisition Business Partner, you own the full cycle of candidate assessment and selection, and the hiring decisions behind it. You work alongside leadership as a true Business Partner, bringing deep business and market insight to every hiring call, and take part in shaping the practice standards the Acquisition Chapter hires by.

Key Responsibilities

1. Role & Business Insight

• Deep-dive Discovery: Proactively engage with stakeholders to understand the organization, the team's context, the true nature of the role, specific business challenges, and long-term objectives - turning what's unclear into a clear, well-grounded hiring brief.
• Persona Define: Collaborate to define the "Ideal Candidate Persona." You advise on the trade-offs between expertise, soft skills, and cultural alignment, grounded in market reality, ensuring the profile is realistic and high-impact.
• Recruitment Plan: Design comprehensive recruitment plans that include targeted sourcing strategies, market insight on talent availability and compensation, realistic timelines, and data-driven KPIs.

2. Full-Cycle Ownership of Candidate Assessment and Selection

• Conduct in-depth interviews to assess candidates' skills, experience, and cultural fit.
• Utilize various assessment tools to evaluate candidates' potential, and build your own approach where no standard rubric applies.
• Consolidate input from multiple stakeholders into clear, well-grounded hiring decisions, and stand behind them.
• By effectively assessing candidates and making informed hiring decisions, contribute to acquiring & retaining talents with the right skills & expertise who share our values & beliefs.

3. Business Partnership & Candidate Experience

• Act as a trusted Business Partner to hiring managers and leadership - provide guidance and training on effective interviewing techniques, and challenge the brief when it doesn't match the real need.
• Effectively manage stakeholders and ensure their active participation in the recruitment process, providing relevant information to support informed hiring decisions.
• Provide a fair and positive candidate experience throughout the recruitment process.

4. Hiring Operations & Reflection

• Track pipeline, progress and performance weekly.
• Lead reflections on successful and failed hires to surface signals and insights.
• Turn insights into concrete actions that keep hiring in step with the business.
• Take part in shaping the Acquisition Chapter's practice standards.

What We Need From You

• Decision Making: Sharp hiring calls grounded in a deep understanding of the organization, the role, the people and the market, not gut feel or checklists.
• Operating & Managing: A wide, far and deep view to read signals, find insights, and turn them into action.
• Warrior Energy: In a flat organization, you don't shy away from hard problems and you always solve them at the root.

Must-Have Qualifications

• 7+ years of hands-on experience in full-cycle recruitment, including planning, sourcing, assessment and hiring decisions.
• Strong business sense and market intelligence, with the ability to speak the language of business leaders.
• Proven depth in interviewing and assessment, with a track record of hiring decisions you owned.
• Experience running recruitment operations: pipeline metrics, performance reviews and post-hire reflections.
• Strong interpersonal and communication skills, with the ability to build trust with candidates and stakeholders.

Preferred Qualifications

• Experience hiring senior, niche and high-level roles.
• An established talent network and referral channels.
• Experience in a flat, self-managed organization or an HRBP / business partner model.
• Experience in the software development industry.

To ensure a smooth experience, we will connect with matching applicants to walk you through our interview process and discuss the next stages.