Lead Talent Partner

As the Lead Talent Partner, you will own end-to-end hiring for the UAE (and growth markets when needed), and lead on senior and leadership-level hiring across global locations as assigned. This is not a requisition-processing role. You will operate as a trusted partner to senior stakeholders, shaping how roles are defined, assessed, and closed.

You will be responsible for delivering hires at pace without compromising quality, building relationships with hiring managers that go beyond transactional support, and contributing to the evolution of how we recruit as a function.

The position offers direct exposure to C-suite and senior leadership across a scaling, regulated fintech, making it an ideal opportunity for talent professionals who want to operate as business partners, not service providers.

Responsibilities:

Stakeholder partnership: Build trusted relationships with Heads, Directors, VPs, and C-suite hiring managers. Challenge assumptions, calibrate roles early, and ensure alignment before searches begin.

End-to-end delivery: Own hiring from kick-off through offer acceptance. Drive fast, structured processes with clear go/no-go outcomes at every stage.

Senior and leadership hiring: Lead complex, high-judgment searches for leadership roles across multiple geographies, adapting approach to context rather than applying a standard playbook.

Sourcing ownership: Self-source for senior and niche roles. Build pipelines proactively rather than relying on inbound volume.

Interview and assessment quality: Design and maintain structured interview frameworks. Ensure interviews produce clear, evidence-based decisions rather than subjective debate.

AI-enabled recruitment: Maintain and improve our prompt library and AI-assisted workflows. Build and refine CustomGPTs to scale quality across sourcing, assessment, and reporting. Evaluate emerging tools and recommend adoption where business impact is clear.

Candidate experience: Ensure every candidate receives timely, specific communication and closure. Protect the company's reputation in every interaction.

Success in this role:

You will be measured on the quality and pace of your delivery, the strength of your stakeholder relationships, and your contribution to how we recruit as a function. Metrics are reviewed and updated regularly by the VP, but expect focus on areas including: time-to-fill, offer acceptance rates, hiring manager satisfaction, candidate experience, and pipeline health.

At the end of your first year, success looks like:

Senior hires delivered on time and aligned to business priorities.

Hiring managers trust you as their go-to-partner for everything recruitment related.

Leadership roles closed without prolonged back-and-forth or scope resets.

AI-enabled workflows maintained, improved, and adopted by the team.

Requirements:

Senior stakeholder management: Proven ability to partner with Heads, Directors, VPs, and C-suite. You ask the right questions, push back constructively, and earn trust through delivery.

Pace and ownership: You move fast without creating a mess. You own outcomes end-to-end and don't wait to be told what to do next.

Structured thinking: You bring clarity to ambiguous roles. You translate business needs into defined outcomes, ownership boundaries, and success criteria.

Sourcing capability: You can build a pipeline from scratch for senior and niche roles. You don't depend only on applicants to deliver.

AI fluency: You use AI deliberately to improve decisions, consistency, and speed. You can build prompts, design workflows, evaluate tools, and distinguish signal from noise.

Judgment in complex contexts: You've hired for regulated, fast-moving, or ambiguous environments. You know when to adapt, when to push, and when to escalate.

Communication and clarity: You write and speak precisely. Hiring managers and candidates always know where they stand.