Senior Talent Acquisition Partner

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.

• →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

• 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

• 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, CMO)
• Ability to work with a high level of autonomy