Talent Partner / Senior Talent Partner at Reachdesk Ltd

London, England, United Kingdom -

Full Time

Start Date

Immediate

Expiry Date

03 Jun, 26

Salary

0.0

Posted On

05 Mar, 26

Experience

2 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Interviewing, Selection, Talent Acquisition Strategy, Hiring Workflow Management, Stakeholder Alignment, Structured Interviewing, Assessment, Data Literacy, Process Improvement, Attention To Detail, Ownership, Coaching, Team Building

Industry

Software Development

Description

Talent Partner / Senior Talent Partner Remote - We welcome applicants from different career backgrounds About Us Reachdesk is the first truly end-to-end SaaS global gifting and swag platform, helping B2B companies create meaningful connections with prospects, customers, and employees: while driving measurable ROI. We believe gifting is more than just a transaction: it’s about building genuine human connections that fuel business growth. Whether you’re engaging prospects, celebrating customers, or recognizing employees, our platform makes it easy to deliver personalized gifts, branded swag, and unforgettable event & brand experiences at scale through automated sourcing, storage, and global delivery. Trusted by many of the most recognized names in technology and SaaS, Reachdesk integrates effortlessly with your marketing, sales, and HRIS tech stack and is powered by a world-class team with hubs in New York, London, and Lisbon. We’re growing and looking for a Talent Partner / Senior Talent Partner to join us. About the Role Reachdesk is hiring a Talent Partner to improve hiring quality, consistency, and speed. Candidates primarily apply online, and our proprietary resume evaluation system quickly surfaces the strongest applicants. As a result, this role is focused on interviewing and selection: you’ll run sharp interviews and make clear, confident selection decisions—so hiring managers spend time only with candidates who are positioned to excel. This is a high-impact, ownership-driven role. You’ll execute our Talent Acquisition strategy day to day, turning leadership direction into a consistent, high-performing hiring system across the business. The ideal Talent Partner understands people, sets an exceptional bar for talent, and makes deliberate, disciplined decisions. We welcome candidates from a range of backgrounds. If you’ve been in frontline leadership roles—building, coaching, and assessing high-performing teams—you may be a great fit, even if you’ve never held a “recruiter” title. What You’ll Do Run high-signal interviews Conduct structured screening interviews that separate signal from noise. Make clear, consistent decisions with a concise, evidence-based rationale. Protect hiring manager time by ensuring only strong candidates advance to interviews. Build and maintain structured hiring methods Partner with hiring managers to define what excellence looks like. Turn that into practical tools: screening objectives, structured questions, and evaluation criteria. Continuously refine questions and criteria as you spot gaps and patterns. Drive interview consistency and quality Help deliver Reachdesk-style interview training for leaders and managers. Support shadow sessions so interviewers learn by observing strong interviews and effective debriefs. Reinforce strong decision-making: clear evidence, clear risks, and clear outcomes. Operate the hiring workflow Drive the hiring workflow day to day with strong follow-through, clear handoffs, and accurate ATS records. Capture and apply assessment inputs when available (e.g., cognitive / personality results). Maintain rigorous attention to detail so no candidates, notes, scorecards, or steps are missed. Support hiring visibility with Marketing Support job promotion via Reachdesk LinkedIn and collaborate with Marketing on hiring-related posts to improve reach and candidate interest. About You We’re open to many backgrounds. The key is having the capabilities to run high-signal interviews, assess talent with structure, and drive clear decisions. Must-have capabilities High-judgement interviewer: you probe, test hypotheses, and can distinguish signal from noise. Strong people understanding: you read motivation, communication, learning ability, and ownership—and you can validate it with evidence. Structured thinker: you naturally create rubrics, scorecards, or consistent evaluation methods. Systems/Operator mindset: you improve process flow, prevent bottlenecks, and follow through relentlessly. Data-literate: you look at funnel outcomes and can explain what to fix and why. High ownership, low ego: you iterate quickly, admit uncertainty, and improve with evidence. Leader-facing: you can align stakeholders and respectfully challenge hiring managers when needed. Attention to detail: you are highly precise in execution, documentation, and follow-through; you don’t miss steps. A driver: you take initiative, push work forward without being asked, and consistently turn plans into execution. Backgrounds we welcome (examples) SDR/BDR Manager, Sales Team Lead, Sales Enablement Customer Success Lead/Manager, CS Enablement People Ops / HR Generalist with significant hiring ownership Chief of Staff / Business Operations / Program roles with heavy interviewing and stakeholder responsibility Any role with consistent interviewing, coaching, or selection responsibility About the Benefits Competitive salary with generous stock options. Flexible PTO, increasing with tenure, plus extra flexibility for life’s unexpected moments. Hybrid working. NEST Pension, 3% employer contribution. Dental, audio, visual & life insurance. *Reachdesk believes a diverse team helps us achieve our mission faster, and we actively welcome applicants from all backgrounds. We process personal information submitted as part of your application in accordance with the Reachdesk Candidate Privacy Notice. Please review it here: www.reachdesk.com/candidate-privacy-policy

Responsibilities

This role focuses on interviewing and selection, running sharp interviews, and making clear, confident selection decisions to ensure hiring managers only meet candidates positioned to excel. The individual will execute the Talent Acquisition strategy daily, turning leadership direction into a consistent, high-performing hiring system across the business.