Senior Talent Partner

About Plooto

Plooto is an all-in-one payment automation platform that helps businesses and accounting firms manage payables and receivables. More than 14,000 companies use Plooto to automate financial workflows, move money, and reconcile with their accounting systems.

About Plooto

Plooto is an all-in-one payment automation platform that helps businesses and accounting firms manage payables and receivables. More than 14,000 companies use Plooto to automate financial workflows, move money, and reconcile with their accounting systems.

We are building the financial operations platform small and medium-sized businesses can rely on to run with greater control, efficiency, and confidence.

About The Role - 6 Month Fixed-term Opportunity

You believe hiring is a competitive advantage. Every hire shapes culture. Candidate experience is a product. You care as much about helping leaders make great decisions as you do about finding exceptional people.

We have a defined set of priority hires across technical and business functions over the next six months, and we're looking for a senior Talent Partner to own them end to end.

This is a senior, independent role with clear accountability. You'll own a portfolio of priority searches from intake through offer acceptance, be a trusted hiring advisor to our executives and leaders, and give the business clear visibility into progress, risks, and decisions needed. You'll report to our Chief People Officer and be measured on the quality of the hires you deliver and the experience candidates have along the way.

Some days you'll be helping a senior leader sharpen what a role needs to accomplish. Some days you'll be building a sourcing strategy, pushing a debrief to a decision, or closing an exceptional candidate. We don't think those are different jobs. We think that's what great Talent Partners do.

Where We Are Today

• In place: Lever as our ATS, a structured hiring approach informed by ghSMART methodology, AI-enabled recruiting workflows, and leaders who are invested in hiring well
• Still taking hold: consistent use of scorecards and structured interviews across every team, and interviewer calibration as new managers come into the process
• Where you come in: deliver our priority hires through Q4 and Q1, and strengthen the process as you go, so it's working better when you leave than when you arrived

What You'll Do

Own priority hiring

• Independently lead full-cycle searches across technical and business functions, from intake and role definition through offer acceptance
• Align priorities with leaders, make capacity and trade-offs visible, and keep every search moving as business needs evolve
• Build targeted sourcing and messaging that engage strong passive talent, not simply active applicants
• Run structured interview processes that hold a high bar and deliver a thoughtful candidate experience
• Lead offer strategy, compensation conversations, and closing with the Chief People Officer and hiring leaders, using market data to guide decisions
• Manage agency or vendor partners where needed, with clear expectations for quality and delivery

Be a trusted hiring partner

• Build strong, trusted relationships with executives and hiring managers, and bring the confidence to challenge role scope, level, and requirements
• Run focused intakes that turn business needs into role outcomes, scorecards, and interview plans
• Coach interviewers to assess consistently and ground feedback in evidence
• Facilitate debriefs that lead to timely, well-reasoned decisions

Make progress visible

• Deliver a concise weekly update on every open search: what moved, what's stuck, risks, next steps, and decisions needed
• Own the metrics for your searches, including pipeline quality, stage conversion, time in stage, source effectiveness, offer acceptance, and time to fill, and use them to act early
• Share market insight on talent availability, compensation, and competition to help leaders make sound trade-offs
• Keep Greenhouse accurate and current so the data can be trusted

Leave things better

• Put our structured hiring approach into practice and fix friction as you find it
• Use AI tools and automation to cut admin and create more time for judgment, candidates, and hiring‑manager partnership
• Partner with the People team on a smooth handoff from offer acceptance to onboarding
• Hand over well‑documented searches, workflows, and learnings, with clear ownership for anything that continues after your engagement

About You

You care deeply about your craft. You bring strong opinions, held lightly, and know when to challenge, coach, and listen. You improve systems instead