What is a day in the life of a Senior Talent Acquisition Partner? Lead end-to-end recruiting for multiple teams at Pattern, serving as the go-to talent partner for leaders across these teams
Partner closely with hiring managers to develop and execute strategic recruitment plans tailored to each role
Own the full-cycle recruiting process: define role requirements, post job openings, proactively source candidates, review applications, conduct interviews, extend and negotiate offers, and close hires
Source top-tier talent through LinkedIn, job boards, networking events, university partnerships, career fairs, and other creative channels
Strengthen Pattern’s employer brand through consistent representation on platforms like Glassdoor, LinkedIn, and social media
Maintain accurate and up-to-date candidate records in the Applicant Tracking System (Lever) throughout the hiring lifecycle
Manage and mentor a Talent Acquisition Coordinator, providing coaching and training on recruiting best practices
Champion an exceptional candidate and hiring manager experience, ensuring a thoughtful, timely, and inclusive process from start to finish
What will I need to thrive in this role? Bachelor’s degree required
Minimum of 2 years of full-cycle recruiting experience, ideally in a fast-paced or high-growth environment
Deep understanding of recruiting best practices, tools, and sourcing strategies
Proven ability to assess talent and match candidates to complex role requirements across diverse functions
Excellent communication and negotiation skills with the ability to influence at all levels of the organization
Highly organized, with strong time management skills and attention to detail
Strategic thinker with sound analytical judgment and decision-making ability
Skilled in conducting interviews using a variety of techniques (behavioral, technical, structured, etc.)
Adept at building and maintaining long-term relationships with candidates, hiring managers, and industry professionals
What does high performance look like? Proactively partners with hiring managers to drive alignment, urgency, and results—earning trust as a strategic advisor, not just a recruiter
Consistently delivers high-quality candidates in a timely manner, with strong conversion rates from screen to hire
Maintains clean, complete data in the ATS and leverages insights to optimize pipeline strategy and hiring outcomes
Continuously raises the bar by improving processes, enhancing candidate experience, and helping hiring teams become better interviewers and decision-makers
What does success look like in the first 30, 60, 90 days? First 30 Days You’ll focus on getting deeply familiar with Pattern’s people, processes, and priorities. This includes onboarding to our culture, tools (like Lever), and hiring workflows. You’ll shadow interviews, learn how the orgs you are assigned to operate, and begin building relationships with your hiring managers and key partners. You’ll also review and open roles, hiring plans, and pipeline activity to get up to speed on current needs and begin recruiting for your roles independently. By 60 Days You’re fully embedded in the recruiting process and driving open searches independently. You’re building strong, trust-based partnerships with hiring managers, regularly sourcing and submitting candidates, and facilitating a smooth, structured interview process. You’ll begin contributing ideas to improve our recruiting operations—whether that’s updating scorecards, refining our outreach strategy, or streamlining how we engage candidates. By 90 Days You’re viewed as a trusted advisor and owner of all things talent across your client groups. You’re filling roles efficiently with great candidate and hiring manager experience, proactively advising on talent strategy, and helping shape how we scale tech and product hiring. You’re mentoring your coordinator, contributing to team-wide best practices, and actively identifying ways to optimize how we recruit at Pattern.
What is my potential for career growth? Potential consideration for future recruiting opportunities at Pattern based on business needs and performance
Opportunity to expand leadership experience by managing a Talent Acquisition Coordinator
Exposure to executive-level hiring strategy, managing a hiring vertical from the top to the bottom
Opportunity to broaden expertise across multiple business functions
What is the team like? You will be mentored by, and report into the Senior Manager of Talent Acquisition and meet with them on a regular basis to discuss your performance. You will work on a team of other Senior Talent Acquisition Partners and manage your own Talent Acquisition Coordinator. You will also have exposure to and mentorship from the VP of Talent Acquisition and the Chief People Officer, meeting with both of them occasionally. This team is data-driven and results-oriented. You will collaborate regularly with members of your team to implement actionable solutions. Ideas and input are encouraged from all members.
Sounds great! What’s the company culture? We are looking for individuals who are:
Game Changers – A game changer is someone who looks at problems with an open mind and shares new ideas with team members, regularly reassesses existing plans and attaches a realistic timeline to goals, makes profitable, productive, and innovative contributions, and actively pursues improvements to Pattern’s processes and outcomes.
Data Fanatics – A data fanatic is someone who recognizes problems and seeks to understand them through data, draws unbiased conclusions based on data that lead to actionable solutions, and continues to track the effects of those solutions using data.
Partner Obsessed – An individual who is partner obsessed clearly explains the status of projects to partners and relies on constructive feedback, actively listens to partners' expectations, and delivers results that exceed them, prioritizes the needs of partners, and takes the time to create a personable experience for those interacting with Pattern.
Team of Doers – Someone who is a part of a team of doers uplifts team members and recognizes their specific contributions, takes initiative to help in any circumstance, actively contributes to supporting improvements, and holds themselves accountable to the team as well as to partners.
What is the hiring process? An initial phone interview with Pattern’s Talent Acquisition team
An Zoom interview with Pattern’s Senior Manager of Talent Acquisition
An onsite interview with:
Two peers
Pattern’s VP of Talent Acquisition
Pattern’s Chief People Officer
Reference checks
Executive Review
Offer
How can I stand out as an applicant? Be prepared to talk about professional accomplishments with specific data to quantify examples
Be ready to talk about how you can add value and be the best addition to the team
Focus on mentioning how you would be partner obsessed at Pattern
Be prepared to talk about any side projects related to data and analytics
Why should I work at Pattern? Pattern offers big opportunities to make a difference in the ecommerce industry! We’re a company full of talented people that evolves quickly and often. We set big goals, work tirelessly to achieve them, and we love our Pattern community. While this is a contract position and is not eligible for Pattern's full benefits package, we offer:
Potential for conversion to a full-time Pattern employee, based on performance and business needs
Competitive Pay
Onsite Fitness Center
Casual Dress Code
Hybrid work flexibility
The opportunity to work alongside industry-leading ecommerce experts and make a real impact from day one