Senior Talent Acquisition Partner

div]:bg-bg-000/50 [&_pre>div]:border-0.5 [&_pre>div]:border-border-400 [&_.ignore-pre-bg>div]:bg-transparent [&_.standard-markdown_:is(p,blockquote,h1,h2,h3,h4,h5,h6)]:pl-2 [&_.standard-markdown_:is(p,blockquote,ul,ol,h1,h2,h3,h4,h5,h6)]:pr-8 [&_.progressive-markdown_:is(p,blockquote,h1,h2,h3,h4,h5,h6)]:pl-2 [&_.progressive-markdown_:is(p,blockquote,ul,ol,h1,h2,h3,h4,h5,h6)]:pr-8"> _*]:min-w-0 gap-3 [&_>_*:last-child]:mb-0 print:block print:[&_>_*_+_*]:mt-3 standard-markdown"> Senior Talent Acquisition Partner About the Role project44 is looking for a Senior Talent Acquisition Partner to drive full-cycle recruiting primarily across our Go-To-Market and Technology organizations. This is a broad, high-impact role — you'll partner with leaders across Sales, Marketing, Customer Success, RevOps, Engineering, and Product to build the teams that power our growth and our platform. You'll act as a strategic advisor to hiring managers, not just an intake-and-source recruiter — shaping headcount plans, building talent pipelines across both GTM and technical functions, and closing hires that move the business forward. This role suits someone who's comfortable context-switching between recruiting profiles — one day sourcing a Senior Backend Engineer, the next partnering with a VP of Sales on a regional AE build-out — and who thrives in a fast-paced, data-driven environment. What You'll Do Own full-cycle recruiting across GTM (Sales, Marketing, Customer Success, RevOps) and Technology (Engineering, Product, Data) functions, from intake through offer and close Partner directly with GTM, Technology and other leaders to understand headcount plans, role requirements, and org strategy Build and execute sourcing strategies tailored to each function — from passive technical talent to competitive GTM hires — developing diverse, high-quality pipelines Act as a trusted advisor to hiring managers — coaching on interview techniques, calibrating scorecards, and driving structured, consistent hiring decisions across disciplines Manage the candidate experience end-to-end, ensuring timely communication, strong employer branding, and a smooth interview-to-offer process Lead offer negotiations, working cross-functionally with compensation/People teams to structure competitive packages for both GTM and technical roles Track and report on recruiting metrics (time-to-fill, pipeline conversion, source effectiveness) and use data to continuously improve process Stay current on GTM and technology talent market trends, compensation benchmarks, and competitor hiring activity Contribute to broader TA initiatives: employer branding, referral programs, ATS optimization (Greenhouse), and hiring manager training What You'll Bring 5+ years of full-cycle recruiting experience, ideally spanning both GTM and Technology hiring in a SaaS environment Demonstrated ability to recruit across a range of profiles and levels — individual contributors through senior/leadership roles Proven ability to manage a high volume of requisitions across multiple functions while maintaining a high bar for quality Strong consultative and influencing skills — comfortable pushing back on hiring managers and driving process discipline Skilled in sourcing techniques (Boolean search, LinkedIn Recruiter, outbound campaigns) and building passive pipelines for both technical and GTM talent Data-driven mindset with experience using ATS and recruiting analytics tools (Greenhouse experience a strong plus) Excellent communication skills and a strong sense of ownership and urgency; stakeholder management is key Experience in a high-growth SaaS/technology company Nice to Have Experience recruiting for supply chain, logistics, or freight-tech companies; SaaS/AI experience in a similar vertical Familiarity with engineering hiring (technical screening, leveling, competency frameworks) in addition to GTM hiring Experience partnering with both technical leadership (VP Eng, CTO) and GTM leadership (CRO, VP Sales, C…