[Hiring] Talent Acquisition Partner @Resonance

Role Description

This role sits at the center of the company’s recruiting operations during a critical scaling period. The company is actively hiring across technical, quant, growth, and future commercial functions, and leadership has identified recruiting velocity as one of the primary constraints on growth. The person in this seat will partner closely with a senior company operator who currently oversees talent initiatives while also managing a broad strategic remit across the business.

The mandate is to build and maintain the operational infrastructure that keeps recruiting moving quickly and cleanly — ensuring recruiters stay aligned, feedback loops remain fast, pipelines stay organized, and candidate communication is high quality. This is not a pure sourcing role. It is an execution and coordination role designed for someone who enjoys building process, operating behind the scenes, and becoming the connective tissue across recruiters, hiring managers, and candidates.

Over time, the expectation is for this person to take on increasing ownership within the company’s talent function as the organization scales.

Key Responsibilities

• Coordinate directly with external recruiters across active searches
• Track pipeline progress, feedback loops, and candidate movement across roles
• Maintain ATS hygiene and ensure systems remain accurate and up to date
• Manage candidate-facing materials, role briefs, and JD updates
• Support hiring-manager preparation before candidate conversations
• Ensure recruiter messaging and company positioning stay aligned in market
• Assist with hiring strategy discussions across technical, growth, and commercial hiring
• Help operationalize recruiting workflows as the company scales
• Identify process gaps, close operational loops quickly, and improve recruiting velocity

Qualifications

• 1–3 years of experience in recruiting, talent operations, executive search, startup operations, or adjacent environments
• Exposure to startups, venture-backed companies, or fast-moving operating environments
• Experience working with recruiters, candidates, or hiring pipelines in some capacity
• Strong organizational instincts and high attention to operational detail
• Clear written and verbal communication skills
• Comfortable operating in ambiguity without waiting for structure to be handed down
• Naturally proactive with strong follow-through and ownership mentality
• Curious about technology, markets, startups, or trading-related businesses
• Interested in building a long-term career in talent and recruiting leadership

Requirements

• This role is not for you if you want a highly structured corporate recruiting environment
• Are primarily interested in strategy consulting, finance, or generalist operations rather than talent
• Are uncomfortable with ambiguity, speed, or evolving responsibilities
• Need heavy process, oversight, or handholding to operate effectively
• Do not have exposure to startups, recruiting, or hiring environments
• Are looking for a short-term stepping stone rather than long-term ownership within talent

Benefits

• $100k–$170k base salary plus meaningful equity (exceptional candidates may be considered above range)
• Direct exposure to senior company leadership and hiring strategy
• Accelerated ownership and career progression opportunity
• Opportunity to build recruiting systems from an early stage of company growth
• Broad exposure across technical, quant, growth, and future commercial hiring
• High-trust, high-autonomy operating environment
• Clear path toward larger talent leadership ownership as the company scales

Interested?

If you’re reading this thinking “this is exactly me”, please DM me on LinkedIn!