Senior Talent Acquisition Partner

Sr Talent Acquisition Partner

New York, NY | Hybrid

About Thesis

The human brain is the most complex object in the universe, yet society had accepted one-size-fits all approaches to cognition. The “solutions” (think coffee, energy drinks, and even a friend’s rx) were mediocre at best and frankly, made no sense to us. So, we created Thesis, the world’s first customized nootropics company. If you’ve never heard that word before, it’s just a fancy way of saying brain supplements. In five years, most will be taking nootropics on the daily and chances are, they’ll be ours.

With an exceptional efficacy rate, the world has taken notice — we’ve raised over $14M in venture capital, garnered interest from leading neuroscientists and athletes, and established ourselves as the industry’s leading brand. Now, we’re looking for incredible people to help us share the gift of enhanced cognitive function with the world. If you’re looking to be a part of a movement — one that involves both immense self-growth and an ambitious mission to pioneer an industry — we’d love to have you on the team.

About the role

We’re looking for a Sr Talent Acquisition Partner who can find exceptional talent, earn the trust of hiring managers, and close candidates who will make a meaningful difference to our business.

Reporting to the VP of People, you’ll own full-cycle recruiting across functions and levels. You’ll translate business priorities into focused searches, build relationships with hard-to-reach candidates, and help leaders make clear, well-supported hiring decisions.

This is a hands-on individual contributor role for someone who combines strong sourcing instincts with sound judgment. You know when a search needs more outreach, when the profile needs recalibration, and when to challenge a hiring manager’s assumptions. You also use AI thoughtfully to improve your work without outsourcing your judgment.

What you’ll do

Own searches from kickoff through close

• Establish the hiring brief with each manager: expected outcomes, essential capabilities, evaluation criteria, and a realistic search strategy.
• Build targeted talent maps and outbound campaigns that reach strong candidates beyond active applicants.
• Assess candidates through substantive conversations about their experience, accomplishments, motivations, and fit for the role.
• Run a disciplined interview process with clear responsibilities, useful feedback, and timely decisions.
• Understand candidates’ priorities, surface concerns early, and lead offer conversations through acceptance.

Be a trusted partner to hiring managers

• Bring market intelligence to discussions about talent availability, compensation, and role requirements.
• Push for evidence over impressions in candidate evaluation and debriefs.
• Coach interviewers to ask better questions and distinguish demonstrated ability from polished interviewing.
• Communicate search progress candidly, including what isn’t working and what you recommend changing.

Build a stronger recruiting function

• Maintain reliable Greenhouse data and use recruiting metrics to diagnose problems, not simply report activity.
• Develop repeatable sourcing and assessment practices while adapting the approach to each search.
• Build long-term relationships with prospective candidates and strengthen employee referrals.
• Use AI for research, workflow improvements, and administrative leverage, with appropriate safeguards for candidate information and human ownership of hiring decisions.

What you bring

• 5+ years of full-cycle recruiting experience, including independently managing complex searches.
• A track record of sourcing and closing strong talent in competitive markets.
• Experience recruiting across multiple business functions; startup, consumer brand, or high-growth experience is helpful.
• Credibility with senior stakeholders and the confidence to deliver direct, constructive advice.
• Strong candidate assessment skills and an ability to explain the evidence behind your recommendations.
• Excellent written communication, organization, and follow-through.
• Practical AI fluency, including examples of workflows you’ve improved and how you verified their quality.
• Comfort operating independently while priorities evolve.

What success looks like

Hiring managers trust your judgment. Candidates understand the opportunity and feel respected throughout the process. Searches move with urgency, bottlenecks get addressed early, and the people we hire deliver against the outcomes we hired them to achieve.