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