Senior Talent Partner

October 8, 2026
Los Angeles, CA, US
$130,000 – $160,000/yr
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Who you are

  • 5+ years of in-house recruiting experience, including technical and product engineering recruiting within the last two years. Agency-only backgrounds are not a fit
  • Proven full-cycle ownership across technical disciplines, with the judgment to tell top-tier talent from average candidates in every function you recruit for
  • A strong advisory presence with leaders: you represent candidates accurately without overselling, push back when it matters, and influence decisions through expertise rather than forcing outcomes
  • High autonomy paired with real collaboration. You make your own calls on search strategy, process, and stakeholder management, and you know when to escalate resourcing and headcount questions
  • Hands-on fluency with an ATS (preferably Ashby), LinkedIn Recruiter, and AI tools for sourcing and productivity, along with a track record of mentoring teammates and raising the bar for the people around you
  • Experience supporting technical hiring at a hyper-growth product and technology company
  • Experience recruiting for data, ML, and AI-focused roles
  • Having built a technical recruiting playbook or sourcing engine from the ground up, not just run searches inside an existing one

What the job involves

  • Curri is seeking a Senior Talent Partner, Technology to own technical searches from first conversation to signed offer
  • These searches cover software engineering, data and ML, product management, and design, and many won't come with a defined bar, a talent map, or a proven sourcing channel
  • In this role, you will build those from scratch, turn what works into playbooks the team can reuse, and serve as a trusted advisor to leaders as they shape roles and make hiring calls
  • Talent, product managers, and designers, from first outreach through signed offer
  • Build sourcing strategies from scratch for searches with no proven channel, using market mapping, competitive research, and targeted outreach, while running several complex searches at once without losing momentum or candidate experience
  • Lead intake and calibration with hiring managers to set the hiring bar, and use market data to reset expectations when a search stalls
  • Use funnel and pipeline metrics, including time-to-fill, to spot problems early, and bring leaders root-cause analysis and recommendations rather than status updates
  • Turn what works into documented playbooks and process improvements that the broader recruiting team can adopt
  • Stay close to how AI is changing technical and product roles, and recruiting itself, and bring those tools and insights into how Curri hires
  • Ownership of Curri's most critical technical searches, with real autonomy to build the strategy, bar, and playbooks behind them
  • Direct partnership with engineering, product, and executive leaders, reporting to the VP, People
  • Room to shape how Curri's recruiting team uses AI, with leadership that wants your feedback on how to improve the process

Benefits

  • Health, dental, vision
  • 401K
  • Equity compensation grant