Senior Talent Acquisition Partner

At Hinge, building meaningful connections starts with the people we bring onto our team. As a Staff Recruiter, you'll lead hiring across our Business and Product organizations, partnering closely with senior leaders as a trusted talent advisor. You'll help shape hiring decisions by providing market insights, talent intelligence, and data-driven recommendations that enable thoughtful, long-term growth.

This is a highly visible, high-impact role for a recruiter who thinks beyond individual requisitions. You'll influence talent strategy, anticipate hiring needs before they emerge, and bring a strong point of view on how to attract, assess, and hire exceptional talent. Success in this role requires a blend of strategic thinking, business acumen, and the ability to build credibility with stakeholders at every level of the organization.

Talent Strategy & Executive Partnership

• Serve as a trusted talent advisor to senior leaders across Product and Business functions, influencing hiring strategies that align with organizational priorities and long-term workforce plans.
• Translate market intelligence, competitive talent insights, and hiring data into actionable recommendations that help leaders make informed talent decisions.
• Partner with leaders to anticipate future talent needs, assess organizational gaps, and develop proactive hiring plans before openings arise.
• Challenge assumptions, provide thoughtful perspective on talent availability and market dynamics, and influence hiring decisions through data and expertise.

Recruiting Excellence & Process Leadership

• Lead end-to-end hiring for critical and high-impact roles, ensuring an exceptional experience for candidates and hiring teams.
• Continuously evaluate and improve interview frameworks, assessment methodologies, and hiring processes to increase quality, consistency, and efficiency.
• Drive calibration across interview teams, establish best practices for evaluation, and elevate hiring rigor through structured interviewing and competency-based assessments.
• Leverage AI-enabled recruiting tools and automation to improve recruiter productivity, streamline workflows, and enhance decision-making.
• Analyze recruiting metrics and funnel health to identify trends, uncover opportunities, and recommend improvements that drive stronger hiring outcomes.

Market Intelligence & Talent Mapping

• Develop deep expertise across key talent markets, maintaining a strong understanding of competitive landscapes, emerging skill sets, compensation trends, and organizational structures.
• Conduct talent mapping and succession-oriented research to help leaders understand available talent pools and long-term hiring opportunities.
• Build and execute sophisticated sourcing strategies that leverage multiple channels, industry networks, referrals, events, and direct outreach to engage top talent.
• Regularly brief leaders on market conditions, talent availability, and competitive hiring activity to inform workforce planning decisions.

Inclusive Hiring & Talent Attraction

• Embed inclusive hiring practices throughout the recruiting lifecycle, ensuring interview processes, candidate evaluations, and hiring decisions are structured, equitable, and focused on identifying the strongest talent.
• Partner with talent communities, professional organizations, and strategic sourcing channels to expand access to underrepresented talent and strengthen pipeline diversity.
• Champion a thoughtful and consistent candidate experience that reflects Hinge's values and employer brand.

Talent Brand & Candidate Experience

• Act as an ambassador for Hinge, articulating our mission, culture, and value proposition in a compelling and authentic way.
• Partner with cross-functional stakeholders to strengthen employer branding initiatives and attract exceptional talent.
• Build meaningful relationships with candidates, creating a high-touch experience that fosters engagement throughout the hiring process.

Offer Strategy & Stakeholder Management

• Guide leaders through complex hiring decisions, balancing candidate experience, business priorities, market realities, and internal equity considerations.
• Develop competitive offer strategies informed by compensation benchmarks, internal parity, and candidate motivations.
• Build strong partnerships across Talent Acquisition, People, Compensation, and business leadership teams to ensure alignment throughout the hiring process.
• Influence without authority, navigate ambiguity, and drive alignment among diverse stakeholders to achieve hiring goals.

What We're Looking For

• 5+ years of full-cycle recruiting experience, including significant experience supporting Product, Business, or technical organizations in high-growth environments.
• Demonstrated success partnering with senior leaders and influencing hiring decisions through data, market expertise, and strategic consultation.
• Proven ability to develop and execute talent strategies for complex or business-critical hiring initiatives.
• Strong sourcing and talent mapping capabilities, with experience identifying and engaging passive talent across competitive markets.
• Expertise in structured interviewing, assessment design, hiring process optimization, and recruiter enablement.
• Experience leveraging recruiting analytics to identify trends, solve problems, and drive continuous improvement.
• Strong business acumen with the ability to connect talent decisions to organizational objectives.
• Excellent communication and stakeholder management skills, with the ability to build credibility and trust across all levels of an organization.
• Experience utilizing modern recruiting technologies, sourcing platforms, and AI-enabled recruiting tools.
• Familiarity with ATS platforms such as Greenhouse, Lever, or Workday.

Preferred

• Experience recruiting within consumer technology, marketplace, mobile-first, or high-growth technology companies.
• Experience influencing hiring strategy across multiple business functions and seniority levels.
• Knowledge of New York compensation practices and geographic pay considerations.