Talent acquisition manager serp_jobs.h1.location_city

Talent Partner

As a Talent Partner at Greenlite, you'll own the full recruiting lifecyclefrom sourcing exceptional engineers and operators to closing offersthat help us scale from 33 to 90+ employees by 2026. You'll work directly with hiring managers across engineering, product, and go-to-market functions to understand their needs and build teams capable of fighting financial crime at massive scale. Your recruiting work is informed by deep knowledge of the talent market and ships directly into our ability to attract world-class people, so you need to be resourceful and creative in sourcing, skilled at evaluating talent and culture fit, work effectively with hiring managers and executives, understand what it takes to compete for top-tier talent, and adapt quickly as we scale.

This is a core People Operations role on our Talent team. Exceptional Talent Partners combine genuine curiosity about candidates and hiring managers with the operational rigor to manage complex workflows and timelines. You might be a generalist who orchestrates the entire recruiting process seamlessly, or you might have deep expertise in sourcing or coordination but bring enthusiasm to expanding into other areas. Either way, you're not just filling headcountyou're building the foundation of our team by attracting people who can operate at the level of institutions serving over a billion people, based on what our hiring managers actually need.

We work in-person Monday through Friday in our SF office.

What You'll Do

Week 1 :

• Attend Engineering and Go-to-Market standups daily to understand team structure, current priorities, and the problems we're solvingabsorbing how teams communicate and the real constraints they're navigating
• Immerse yourself in Greenlite's tone and culture by shadowing interviews, observing how we evaluate candidates, and understanding what values and skills we're actually looking for beneath the job descriptions
• Shadow 3-5 interviews across different functions to see how hiring managers ask questions, what signals they're looking for, and how we make decisions
• Document existing recruiting processes, interview guides, scorecards, and candidate communication templatesidentifying gaps, inconsistencies, and opportunities to standardize

Month 1 :

Month 2 :

Ongoing :

Compensation & Benefits

Join us in building AI that protects the global financial system from financial crimes that fund terrorism, human trafficking, and other serious threats.