Senior Talent Partner - AI SaaS

Client: Series A, raised over USD 15MN, Growing rapidly, AI SAAS in Revenue Reconcillation space

We are in a hyper-growth mode. We're scaling past 100+ full-time employees across India and the US. We are building an A-lister team and processes built to scale, not just get us through the next few hires.

We need someone who can own talent acquisition end-to-end while also helping shape the HR side of the function as it grows.

This is a Player-coach role: you'll lead a team of 3 across TA/HR + interns, while also staying hands-on yourself as an IC recruiter. The role is roughly 80% TA, 20% HR. You're the one running hiring day to day, and you're also the senior voice helping the HR team figure out process, policy, and the people-side of scaling, without owning day to day HR execution yourself.

You'll own sourcing and pipeline across India and US roles, work directly with the co-founders on headcount planning and with hiring managers to keep requisitions moving, and partner with your Ops/admin teammates on the onboarding handoff. Alongside that, you'll spend time with the HR team mentoring, sanity-checking decisions, and helping figure out the frameworks (performance, policy, comp) that let HR scale.

What you'll own:

Talent Acquisition (~80%):

- Sourcing and pipeline: building and running sourcing strategy for open roles, keeping pipelines full enough that hiring managers are never waiting on you.

- Co-founder and hiring manager partnership: sharpening JDs, running intake calls, and holding HMs accountable for fast, clear feedback on candidates.

- Candidate experience: running a screening and interview process that moves fast and treats candidates well, from first outreach to offer.

- Agency and vendor coordination: managing external recruiting agencies where they're used (e.g., US hiring), keeping them accountable to quality and turnaround.

- Reporting and process: tracking pipeline health, time-to-fill, and source effectiveness; flagging bottlenecks before they become escalations.

- Onboarding handoff: working with the Ops/Admin teammate so new hires land well, not just get a laptop and a Slack invite.

HR mentoring and support (~20%):

- Mentoring the HR team: being a sounding board for the HR team on judgment calls, escalations, and how to handle things they haven't seen before.

- Helping figure out and guide HR, not run it day to day: working alongside the HR team on performance frameworks, policy, and process design, without owning execution of any of it.

- Connecting TA and HR: making sure what you're seeing in the market and in hiring (comp benchmarks, candidate expectations, attrition signals) actually informs how HR builds its frameworks.

What this role is:

- A doers' seat: you're sourcing, screening, and closing candidates yourself, not just managing a dashboard.

- Coach and Manage: Manage the other TA and HR team members and their outcomes.

- Built for range: in a given week you might be closing a candidate, sitting in on a policy discussion, and coaching someone on how to handle a tricky HR conversation.

- A growth track: as the team and function scale, this role is a natural path towards TA/HR leader.

Best Fit:

- 9-12 years of experience in Talent Acquisition, with genuine curiosity or prior exposure to HR/HRBP work.

- Comfortable owning full-cycle recruiting independently - sourcing through offer - without heavy hand-holding.

- Experience managing a team of 2 or more people in TA/HR.

- Startup experience preferred: comfortable with ambiguity and building process as you go rather than inheriting one.

- Prior experience at a high-growth Series AD B2B AI/SaaS company where you helped scale the TA motion during a growth phase.

- Have seen a headcount scale from 80 employees to 300+.

- Direct, plain communicator: with candidates, hiring managers, agencies, and the HR team alike.

- Experience hiring for US roles from India is a strong plus, given the market gap that makes this hard to run solo.