Sr Talent Partner

Hi there! We are South and our client is looking for a Sr Talent Partner!

Note to Applicants:

• Eligibility: This position is open to candidates residing in Latin America.

• Application Language: Please submit your CV in English. Applications submitted in other languages will not be considered.

• Professional Presentation: We encourage you to showcase your professional experience by including a Loom video in the application form. While this is optional, candidates who provide a video presentation will be given priority.

• Interview Policy: The use of artificial intelligence (AI) tools during interviews are strictly prohibited. 

• Note: As part of the final stages of the selection process, contractors may be asked to provide professional references for a reference check. If you're selected, you may also be asked to update their LinkedIn profile. 🙂

 

Position Summary

As Lead Talent Partner, you are more than a recruiter—you are a strategic builder, a talent advisor, and a champion of the company's culture. We are looking for an energetic, forward-thinking partner who is deeply passionate about creating an exceptional, white-glove experience for both candidates and hiring managers.

You don't just process requisitions and fill seats; you obsess over quality of hire, challenge the status quo, and bring a sharp, consultative edge to every intake conversation.

You are the kind of person who naturally builds trust, isn't afraid to push back on unrealistic expectations, and thrives on bringing structure to fast-paced environments. Whether you're experimenting with the latest AI tools to optimize your sourcing, guiding a hiring manager through a complex role definition, or ensuring a new hire's first 30 days are seamless, you operate with high ownership and infectious enthusiasm.

If you are a proactive problem-solver who views talent acquisition as the ultimate driver of business growth, this is the place for you.

Key Responsibilities

1. Strategic Sourcing & Full-Cycle Recruiting

• Pipeline Building: Own end-to-end recruitment across various employment types (permanent, contractor, temporary). Proactively build and nurture talent pipelines for evergreen positions to ensure rapid deployment when needs arise.

• Employer Branding: Champion and promote the company's employer brand to prospective candidates, ensuring a compelling, positive, and consistent message throughout the entire recruitment lifecycle.

• Candidate Experience: Serve as the face of QD, ensuring a highly professional, respectful, and transparent experience for every candidate, regardless of the interview outcome.

• Offer Management: Lead offer negotiations and closing, coordinating seamlessly with the hiring manager, HR, and Finance on compensation details and start-date logistics.

2. Stakeholder Advisory & Process Management

• Role Design & Intake: Advise and assist hiring managers on job descriptions and leveling. You'll shape roles by driving rigorous intake conversations that draw out "spicy takes," challenge assumptions, and completely align the hiring team on QD's standards and needs.

• Strategic Partnership & Pushback: Work directly with hiring managers to clearly define roles, calibrate interview panels, and act as a true advisor by pushing back on unclear job requisitions, unrealistic timelines, or slow feedback loops.

• Interview Coaching & Fair Evaluation: Coach and advise hiring managers and interview teams on recruitment best practices, effective interview skills, structuring feedback, and mitigating bias, ensuring that we evaluate all candidates fairly and consistently.

• Run the Process: Architect and drive the interview engine. Set up interview loops, define scorecards, facilitate calibration sessions, and enforce decision timelines so the process moves forward without needing to chase stakeholders.

• Process Improvement: Build and continuously refine the end-to-end hiring lifecycle—including requisition approvals, interview scheduling, ATS workflows, and offer processes—identifying bottlenecks and driving practical fixes.

3. Recruitment Innovation, Systems & Reporting

• Vendor & Assessment Strategy: Manage recruitment vendors and explore new hiring tools to improve results, while advising managers on selecting and implementing the most appropriate, role-specific candidate assessments.

• AI & Modern Tooling: Integrate AI and modern recruitment technologies to automate sourcing, optimize candidate communication, and streamline workflows.

• Data-Driven Execution & System Transition: Manage current recruiting tools within our Deel-based HR environment and play a key role in our upcoming ATS transition. You will help set up the new system, designing the right structural framework and establishing automated processes to fully optimize its features. Proactively track, analyze, and report on key metrics including time-to-fill, pipeline health, and hiring manager satisfaction.

4. Onboarding & Early-Tenure Experience

• Program Direction: Partner with People leadership and hiring managers to shape the strategy for the new hire onboarding and early-tenure experience.

• Structured Integration: Define the programs and standards the team delivers on the ground, implementing structured early-tenure check-ins that help new team members feel supported, engaged, and set up to succeed immediately.

Qualifications

• 6+ years of full-cycle recruitment experience, including exposure to a mix of permanent, contingent, and temporary roles.

• Experience recruiting in a digital/technology-driven environment; familiarity with technical concepts and terminology, and the ability to evaluate and speak credibly to engineering and technical role requirements.

• Experience in a consulting or agency environment is highly preferred.

• Proven track record of developing and executing customized recruitment plans and creative sourcing strategies that attract top talent and align with business needs.

• A self-starter who works with limited oversight and proactively sources and builds relationships rather than relying on inbound applicants.

• Demonstrated focus on quality of hire, not just speed or volume, with evidence of strong post-hire performance and retention across past searches.

• Experience supporting new-hire onboarding, with the ownership to see hires through their first weeks rather than stopping at offer acceptance.

• Experience optimizing Applicant Tracking Systems (ATS), with a strong preference for candidates who have helped lead or support an ATS transition and implementation.

• Working knowledge of employment regulations and market trends across the regions you recruit in; comfortable maintaining ATS data hygiene and basic reporting.

• Exceptional communication and negotiation skills, with the ability to build strong relationships with hiring managers and candidates alike.

• Ability to manage multiple priorities in a fast-paced, dynamic environment.

 If this opportunity sounds good to you, send us your resume!