Talent Acquisition Partner

Salary Range: 100000 to 140000 (Currency: USD) (Pay period: per-year-salary)

WHAT YOU'LL DO

Manage full-cycle recruiting responsibilities across Corporate roles (G&A, Marketing, etc) and Technology roles (Engineering/Product): Source. Screen. Close.

Sit with hiring managers before the req opens — define the role, build the scorecard, set the interview loop.

Source. Build your own pipeline instead of waiting for it to land in your inbox.

Put together a diverse, qualified slate every time. We believe in the Rooney Rule and believe the strongest candidate will win on merit.

Own the candidate experience start to finish — prep, communication, timelines, feedback. You're often the first real conversation someone has with Samba.

Get out from behind the desk. Show up at industry events, build relationships before you need them, and put a face on our employer brand.

Keep the ATS clean — accurate stages, notes, dispositions. Bad pipeline data makes everyone downstream make bad calls.

Familiarity with AI to create leverage for your efforts: : sourcing, resume screening against a rubric, outreach drafts, market research, interview kits, reporting.

Own your funnel numbers — time to hire, source effectiveness, pass-through rates, offer-accept — and come with a point of view on what to fix.

WHO YOU ARE

3–5 years of full-cycle in-house recruiting 

Process-oriented. You work from a plan, you document, and you never let a candidate or hiring manager go quiet on you.

Fluent with an ATS and already building AI into your recruiting work — or fast enough to pick it up and run with it. Our Talent team builds its sourcing searches, screening rubrics, kickoff docs, and reporting this way, and you will too.

Genuinely into the market — you want to be at the events, meeting people, and stacking a network you can pull from later.

Direct. You can tell a hiring manager the pipeline isn't there yet, and you show up with a plan when you say it.

Organized under load — multiple open reqs, shifting priorities, and you still hit your dates.

Comfortable moving fast in a company that doesn't have a playbook for everything yet. You'll help write it.

Bachelor's degree or equivalent experience.

Lever and Gem, or a comparable ATS and sourcing stack.

Recruiting experience in ad tech, media, streaming, or data.

You've built or improved a recruiting process before — not just worked inside someone else's.

Employer branding, campus recruiting, or events experience.

You don't need the whole playbook written before you'll move — we're writing ours as we go, and you'll be one of the people writing it.

You don't go quiet on candidates or hiring managers when a search gets hard. That's the opposite of the job.

You don't think of this as staffing — fill the req, collect the fee, move on. We're not a “get the job done and get out” shop; we're building a company.

You’re not a recluse. We work in-office globally.