Want to know if this job is worth applying to?
New York, New York, United States
Hybrid
Build the team that builds Conveo. As our first US-based Talent Partner, you'll source and close top talent as we scale past 100 people.
Conveo is a Y Combinator-backed company in an active growth period. We're scaling past 100 people and delivering our 2027 hiring plan. The people who join now have an outsized chance to shape how this company is built.
We raised a $50M Series A led by DST Global, giving us the fuel to move even faster. We're investing in our product, growing an exceptional team, and taking on bigger challenges as we enter our next stage of growth.
Conveo is the AI research platform enabling fast, affordable, and high-quality consumer and B2B research. Global brands like Unilever, Google, and Canva use our AI video interviewer to generate insights across marketing and product teams.
Traditional research is slow, expensive, and superficial. Running it well requires expertise most teams don't have. That gap affects how well companies understand their customers and how well they can serve them. We're closing it.
As our first US-based Talent Partner, you will build the team that builds the company. You'll work alongside the rest of our Talent and People team and play a big part in how we scale. You'll primarily work on roles based in the US, with some support on hiring across the UK and Belgium, helping us scale past 100 people and deliver our 2027 hiring plan.
You'll close exceptional talent across engineering, product, go-to-market, and operations, while contributing to hiring strategy and talent decisions. You won't be limited to one area. You'll work with stakeholders and leadership across departments. If your experience leans towards one area, such as product and engineering, go-to-market, or operations, that's fine. We're open to candidates with a variety of backgrounds.
This isn't a transactional recruiting role. You'll shape how candidates experience Conveo and help build a team with high talent density for the long term. Proactive sourcing and strong execution will be central to your success.
Talent operations plays a small part in this role. Lots of foundations are already in place, and you'll help build on them as we scale. If you like to experiment and work with the latest tech, especially AI, you'll find this role really interesting.
We're growing fast, so priorities shift and you'll often make calls with imperfect information.
Own hiring outcomes end-to-end
Partner closely with hiring managers and leadership
Own roles from kickoff to close, including sourcing and closing
Maintain speed without sacrificing quality
Develop strong hiring judgment
Build proactive talent pipelines
Develop centralised talent pipelines across key disciplines, enabling the business to take a broader and more proactive approach to hiring
Create innovative sourcing strategies for particular searches, incorporating AI-enabled sourcing, targeted outbound campaigns, market mapping, events, and external communities
Proactively source top-tier talent using LinkedIn, Juicebox, and other tools. Our toolkit isn't fixed. We're always looking at new tools, and deciding whether to build them internally or use them externally, to level up our sourcing and recruitment capabilities.
Provide external talent intelligence, including candidate availability, competitor activity, compensation, and wider market trends
Build a high-signal candidate experience
Be the main point of contact and advocate for candidates
Every candidate hears back from us quickly, whether it's a yes or a no.
Pitch Conveo with real conviction, because you understand the product, the market and why people join.
Grow our employer brand
Contribute to employer branding content that shows what it's like to work at Conveo
Support events that put Conveo in front of top talent
Build scalable hiring and people systems
Improve interview loops, scorecards, and decision-making
Track funnel health
Maintain clean hiring and people data in Ashby (our ATS) and internal tools
Build repeatable playbooks and templates
Hiring managers see you as a true partner and want you on their searches: you've added key players to their teams quickly and efficiently.
Hires that work out: you bring in the right people, and we can see who was hired and why they did well in the organisation.
Ownership of our hiring goals: you understand the hiring plan and your contribution to it. When blockers come up, you flag them and proactively work to fix them so we hit our goals.
Gaps found and closed: you work autonomously, but take time early on to understand what gaps exist and why, then work with the team to close them.
Better decisions over time: you make decisions in the moment with the best information available, even when the data isn't perfect, and push to gather more data so future decisions are better informed.
A better way of doing things: you challenge the status quo when something could be done in a way that's better for the business, drawing on your experience and backing it up with data and resources.
You've taken ownership of a set of live roles and closed your first few hires.
You've built a pipeline for our hardest-to-hire discipline, so we're ahead of demand, not chasing it.
Hiring managers trust you as a partner and come to you early when they're planning hires.
You're truth first, not fluff first: opinionated and thoughtful, with high standards and low ego. You're structured, fast, and iterative, and you build things once and make them reusable. You'll also bring:
Minimum 4 years of recruiting or high-performance hiring experience across in-house teams, startups, scale-ups, or agencies
Excellent proactive sourcing, headhunting, and market-mapping skills, with the ability to engage high-performing passive candidates who aren't actively seeking a move
Strong execution and high ownership: you run several roles and priorities at once, keep every process moving without dropped steps, and follow through on what you commit to
A good understanding of recruitment analytics and the ability to use data to influence hiring strategy and improve performance
Practical experience using AI and modern recruitment technology to improve sourcing, personalisation, market intelligence, and recruitment efficiency
Experience partnering closely with senior leaders, and the ability to build credibility with highly senior stakeholders
A builder mentality and a genuine interest in tech, AI, and the startup community. You enjoy identifying problems, improving processes, and creating better ways of working rather than simply operating within an existing recruitment model.
Competitive salary ($100-$130k) and equity.
Offices in London, Antwerp, and New York. We work best together, so we ask for 3 days a week in the NYC office.
Regular socials: rooftop drinks, team dinners, run clubs, and more.
Twice-yearly off-sites to places worth travelling to. Austria, Las Vegas, and Portugal.
Private health coverage (health, dental, vision)
401(k) with 4% company match
20 days vacation + US federal holidays
Refer someone great and earn up to $5,000.
