Talent Partner

About the Team

At Netlify, we’re a remote-first, globally distributed company with 120+ employees working across 13 countries around the world. Together, we’re building the platform for building and shipping web apps, with a mission to help anyone bring their ideas to the web.

As a Talent Partner, you’ll play a key role in bringing in the people who will shape Netlify’s next stage of growth. You’ll partner closely with hiring leaders to help them make thoughtful, high-quality hiring decisions and will be deeply embedded in understanding this evolving job market and what makes not only great talent, but folks who align with Netlify’s mission.  With our team, you’ll recruit across a wide variety of teams and talent markets, owning the full recruiting lifecycle and partnering closely with leaders across Sales, Marketing, Engineering, Product, Finance and other functions. Rather than specializing in one area, you’ll build context quickly, learn what great talent looks like across different parts of the business, and help us find and hire exceptional people. 

We’ve already built a number of our own tools and workflows on Netlify to make our day-to-day work better, and we’re continuing to experiment with how AI can create even more leverage. With our team, you’ll be using the same platform you’re helping grow the team behind by shipping tools that improve your own work, experimenting with new ways of working, and contributing to how we continue to evolve how we hire.

What You'll Do

• Own full-cycle recruiting across a broad mix of functions -  GTM, G&A, and R&D - from intake through accepted offer, without needing a sourcer, coordinator, or ops partner to be effective

• Run search kickoffs, define and calibrate candidate profiles in partnership with hiring managers, and establish your own search strategy rather than waiting for one to be handed to you

• Independently develop proactive sourcing approaches for each search and build pipelines of passive talent while continuing to cultivate talent for difficult-to-fill roles and future hiring needs

• Conduct recruiter screens and develop a clear, evidenced point of view on candidates - sending hiring managers slates with real recommendations

• Own weekly search meetings with hiring managers: bring funnel data, market feedback, and a perspective on what's working and what isn't; diagnose problems and propose changes rather than just reporting that pipeline is light

• Act as a trusted talent advisor to hiring managers as you partner with them on their searches,  bringing market insight, recruiting expertise, and thoughtful pushback when it will lead to a stronger hiring decision

• Partner across the People Team on talent strategy, workforce and organizational planning with HR Business Partners, and with People Operations on scalable solutions and processes.

• Manage offers and candidate closing end-to-end, while delivering a responsive, thoughtful, and high-touch candidate experience throughout every stage of the process -  including for candidates we ultimately don't hire

• Use recruiting metrics such as funnel conversion, time to fill, time to hire, sourcing performance, and candidate feedback to identify patterns, inform decisions, and continuously improve how we hire

• Design and build AI-assisted and vibe-coded recruiting workflows, evaluate them critically, and identify new opportunities to create leverage - without waiting to be assigned an automation project

What You'll Bring

• Enough full-cycle recruiting reps to operate independently from day one - you've had several years of experience personally run intake, sourced, screened, managed HM relationships, and closed candidates across multiple simultaneous searches

• A track record of encountering unfamiliar roles or functions and figuring out how to recruit them effectively, rather than defaulting to a narrow specialty

• A history of sourcing and engaging passive candidates, ideally at companies where the logo wasn't doing most of the recruiting for you - you've had to create interest, not just harvest it

• Demonstrated ability to partner with hiring managers by running search meetings, interpret and pushing back on feedback, recognizing when calibration is off, and owning the relationship

• Experience using funnel data to change your behavior - when four candidates get rejected, your instinct is to investigate why, not