Senior Talent Partner, Curri

• This role is strictly in-house recruiting. Agency experience alone is not a fit
• 5+ years of in-house recruiting experience, with deep focus on Go-To-Market roles (Sales, AM, RevOps, or similar)
• Proven success leading full-cycle GTM recruiting in a fast-paced, high-growth environment
• Strong sourcing expertise with a track record of building and converting outbound pipelines
• Experience partnering closely with senior leaders and hiring managers as a strategic advisor
• Demonstrated ability to build, improve, and scale recruiting processes, not just execute within them
• Exceptional communication and stakeholder management skills
• High attention to detail with the ability to manage multiple searches simultaneously
• Hands-on experience with Lever or a comparable ATS
• Builder mentality with a bias toward action, ownership, and continuous improvement

Desirable

• Curri is looking for a Senior Talent Partner, Go-To-Market to own and scale recruiting across our revenue-generating teams, including Sales, Account Management, Revenue Operations, and other customer-facing functions
• This is a senior, hands-on role for an experienced in-house recruiter who thrives in a high-growth, builder environment
• You will lead end-to-end GTM recruiting while partnering closely with executive leaders and hiring managers to design, improve, and operationalize Curri’s GTM hiring processes as we scale
• You will play a critical role in shaping Curri’s talent strategy, strengthening our hiring foundations, and ensuring we consistently attract and close top-tier GTM talent
• Own full-cycle recruiting for all Go-To-Market roles, including Outside Sales, Account Managers, Enterprise and Mid-Market Sales, Revenue Operations, and related customer-facing functions
• Serve as the primary recruiting partner to GTM leadership, driving alignment on hiring priorities, success profiles, and long-term workforce planning
• Lead intake sessions with hiring managers to define role requirements, competencies, and interview strategies
• Act as a trusted advisor by providing market insights, talent availability trends, and data-backed hiring recommendations
• Design, improve, and document GTM recruiting processes to support scale, speed, and quality
• Partner with leadership to refine interview structures, scorecards, and decision-making frameworks
• Identify gaps and inefficiencies in the recruiting funnel and implement practical, scalable solutions
• Establish best practices for candidate communication, hiring manager engagement, and offer execution
• Ensure a best-in-class candidate experience with clear communication, timely feedback, and thoughtful engagement
• Own ATS (Lever or similar) workflows, data hygiene, and reporting accuracy
• Track and analyze recruiting metrics (time to fill, new-hire quality, hiring manager satisfaction) and share insights with stakeholders
• Continuously raise the bar on how Curri shows up to candidates in a competitive GTM hiring market