Senior Talent Acquisition Partner

The Senior Talent Acquisition Partner will lead end-to-end hiring for Business and Product, working closely with senior leaders as a trusted talent advisor. The role emphasizes talent strategy, structured hiring improvements, market intelligence, and inclusive recruiting practices to strengthen candidate and hiring outcomes.

Role Responsibilities

• Serve as a talent advisor to senior leaders across Product and Business functions, shaping hiring strategies aligned to organizational priorities and long-term workforce plans.
• Convert market intelligence, competitive talent insights, and hiring data into actionable recommendations for informed talent decisions.
• Partner with leaders to anticipate future talent needs, evaluate organizational gaps, and create proactive hiring plans ahead of new openings.
• Challenge assumptions with data and expertise, providing perspective on talent availability and market dynamics to influence hiring outcomes.
• Own end-to-end recruiting for critical, high-impact roles while maintaining an exceptional experience for candidates and hiring teams.
• Continuously assess and improve interview frameworks, assessment methodologies, and hiring processes to raise quality, consistency, and efficiency.
• Drive calibration across interview teams by establishing best practices for evaluation and strengthening rigor through structured interviewing and competency-based assessments.
• Use AI-enabled recruiting tools and automation to improve recruiter productivity, streamline workflows, and support better decision-making.
• Analyze recruiting metrics and funnel health to identify trends, uncover opportunities, and recommend improvements that strengthen hiring results.
• Develop deep expertise across key talent markets, staying current on competitive landscapes, emerging skills, compensation trends, and organizational structures.
• Conduct talent mapping and succession-oriented research to help leaders understand available talent pools and longer-term hiring opportunities.
• Build and execute sourcing strategies using multiple channels, industry networks, referrals, events, and direct outreach to engage top talent.
• Regularly brief leaders on market conditions, talent availability, and competitive hiring activity to inform workforce planning.
• Embed inclusive hiring throughout the recruiting lifecycle by ensuring interviews, evaluations, and hiring decisions are structured, equitable, and focused on identifying strong talent.
• Partner with talent communities, professional organizations, and strategic sourcing channels to expand access to underrepresented talent and improve pipeline diversity.
• Ensure a candidate experience that reflects Hinge’s values and employer brand.
• Act as an ambassador for Hinge by communicating its mission, culture, and value proposition in a compelling and authentic way.
• Partner with cross-functional stakeholders to support employer branding initiatives and attract high-quality talent.
• Build meaningful, high-touch relationships with candidates throughout the hiring process.
• Guide leaders through complex hiring decisions by balancing candidate experience, business needs, market realities, and internal equity considerations.
• Develop competitive offer strategies informed by compensation benchmarks, internal parity, and candidate motivations.
• Build partnerships across Talent Acquisition, People, Compensation, and business leadership to ensure alignment throughout the hiring process.
• Influence without authority by navigating ambiguity and aligning stakeholders to achieve hiring goals.

Requirements

• 5+ years of full-cycle recruiting experience, including substantial experience supporting Product, Business, or technical organizations in high-growth environments.
• Proven ability to partner with senior leaders and influence hiring decisions using data, market expertise, and strategic consultation.
• Demonstrated success building and executing talent strategies for complex or business-critical hiring initiatives.
• Strong sourcing and talent mapping experience, including identifying and engaging passive talent in competitive markets.
• Expertise in structured interviewing, assessment design, hiring process optimization, and recruiter enablement.
• Experience using recruiting analytics to identify trends, solve problems, and drive continuous improvement.
• Strong business acumen with the ability to connect talent decisions to organizational objectives.
• Excellent communication and stakeholder management skills, with credibility across all levels of an organization.
• Experience leveraging modern recruiting technologies, sourcing platforms, and AI-enabled recruiting tools.
• Familiarity with ATS platforms such as Greenhouse, Lever, or Workday.

Technology

• AI-enabled recruiting tools
• Greenhouse
• Lever
• Workday

Benefits

• 401(k) Matching: 100% match of the first 10% of pre-tax contributions, up to $10,000 per year.
• Professional Growth: annual Learning & Development stipend after three months; free Udemy access (over 6000 courses) starting your first day.
• Parental Leave & Planning: 100% paid parental leave (20 paid weeks for both birth and non-birth parents).
• Fertility Support: access to fertility care through Carrot and a stipend towards fertility preservation (eligible for you and your spouse/domestic partner).
• Date Stipend: $100 monthly stipend for epic dates; Hinge Premium is free for employees and their loved ones.
• ERGs: eight Employee Resource Groups (Asian, Unapologetic, Disability, LGBTQIA+, Raices, Women/Nonbinary, Parents) that hold regular meetings, host events, and provide dedicated support.

Preferred Qualifications

• Experience recruiting in consumer technology, marketplace, mobile-first, or high-growth technology companies.
• Experience influencing hiring strategy across multiple business functions and seniority levels.
• Knowledge of New York compensation practices and geographic pay considerations.

Location and Compensation

• Location: New York, NY (onsite)
• Salary: USD 140,000 to 150,000 per year