Technical Talent Partner, Mimica

• Technical recruiting experience in a high-bar environment, with evidence of delivering sustained hiring outcomes over time
• Strong hands-on track record. You personally research, prospect, interview, and close
• Ability to understand technical concepts and role nuances well enough to assess early signal credibly
• Working knowledge of how to design and run processes that predict success
• Stakeholder management skills: You can influence without relying on authority
• Execution discipline, following through consistently, even on unglamorous work
• Structured, systemic thinking, with the ability to bring clarity to ambiguous problems

Desirable

• Quality and velocity are constraints on everything we’re trying to build at Mimica. Over the next 12–18 months, we’re scaling our Data, ML, and Platform capabilities, alongside broader Engineering and Product
• You will be a primary owner of recruiting execution across these areas, building predictable pipelines, running high-signal processes, and ensuring we consistently hire people who perform at 6, 9, and 18 months
• We don’t rely on agencies. We don’t rely on inbound. We rely on craft, consistency, and evidence-based hiring that defines Mimica’s talent density long-term
• Own full-cycle hiring across Data/ML, Platform, and Product Engineering roles, with occasional leadership hires
• Partner directly with senior technical and company leadership to define hiring plans, challenge briefs (scope, leveling, expectations), and operationalize them end-to-end
• Implement and maintain structured interview processes, scorecards, and calibration loops
• Ensure signal quality and conversions remain high as hiring volume increases
• Run high-quality screening that meaningfully predicts success before HM interviews
• Map talent across the Americas and Europe, building forward-looking pipelines
• Engage passive candidates with clear, tailored messaging — not generic outreach
• Bring market insight (talent availability, compensation, competition) into decision-making
• Document and improve recruiting workflows, templates, and playbooks
• Contribute to broader Talent initiatives (interviewer training, quality of hire, process excellence)
• What success looks like:
• We consistently hit the hiring forecast across technical roles without relying on external support
• Hiring managers trust your judgment and follow your process
• Pipelines are predictable, not reactive
• High-quality candidates move quickly without loss of signal quality
• The people you hire are performing and retained beyond Year 1