Senior Talent Partner

WunderGraph is a fast-growing startup, our goal is to bring everybody together to build digital products end-to-end. From interface design to API implementation, we provide the platform to go from sketch to product in a category-defining collaborative experience. Our North Star is to take the friction out of bringing digital ideas to life, making room for your ideas and productivity. Developers from some of the biggest companies in the world are using WunderGraph to design and streamline their API environments. We raised our Series A ($7.5 million USD) in March 2025, being backed by eBay, Karma Ventures, and Aspenwood Ventures. The culture we are creating together is extremely important to us. Read here how we are Building the Company We Always Wanted to Work In. We invite everyone that wants to join us to understand our Core Beliefs and if you want to make an impact, have your voice heard, and work in a no-BS organization where you can get stuff done, look no further and apply today so we can chat. ABOUT THE ROLE Our Senior Talent Partner has moved into the Head of People and Talent role, so we're looking for someone to take over day-to-day hiring processes for the whole company. We're growing across every team, and you'll be the person who makes sure each of them gets great people when they need them. This is a full-cycle role first. You'll own searches end to end, from shaping the brief with a hiring manager to closing the offer. Roughly half your roles will be in engineering and half in other functions, so one week you're calibrating an engineering loop and the next you're hiring for sales or operations. A lot of the people we want aren't looking, so you'll find many of them yourself. The other part of the job is building a talent community around WunderGraph. We're an open-source company with a real developer community, and hiring should draw on that. Events, content, memes, a community experiment that might not work: you'll have room to try things, and we'd rather you tried. One thing this isn't - a sales role. We don't need someone to push candidates over the line. We need someone who tells our story honestly and specifically enough that the right people lean in and the wrong ones opt out early. That includes the less glamorous parts, like a small distributed team and meetings that stretch into your evening so we can work with the US. TEAM INTEGRATION • Reports to: Head of People and Talent • Collaborates closely with: every hiring manager across engineering and non-engineering teams, plus the CEO, COO, VP of Sales and our engineering principals on key hires • Acts as each hiring manager's partner on a search, not an order-taker: shaping the brief, setting the bar together, and holding the process to it ROLE OBJECTIVES You are succeeding if: • Hiring managers across engineering and non-engineering teams get strong shortlists when they need them, not a quarter later. • Regardless of source, the candidates are some of the best talent around, rather than people who happened to apply - and you can recognise the difference. • Every search you run has a clear brief, a consistent structured process, and no candidate waiting more than 3 days to hear from us. • The people you hire are still here and doing well a year on. We scaled sustainably, not just quickly. • A talent community exists around WunderGraph that didn't before: people who know us, follow what we do, and raise their hand when the right role opens. • Candidates keep telling us ours is the best hiring process they've been through, including the ones we don't hire. You keep it that way as we hire more. • Hiring managers trust your judgement enough to change their minds when you push back on a brief, and leadership trusts the plan because your hiring metrics are clear. • Our hiring processes are better because you changed them, not just because you ran them. ROLE TASKS The role focuses on, but is not limited to: Full-cycle recruiting • Running multiple searches at once across engineering and non-engineering teams, from intake to accepted offer, prioritised by urgency • Running role kickoffs with hiring managers to agree outcomes, competencies and the interview loop • Writing job profiles and adverts with the People team, tailored to each audience • Pre-screening candidates and sharing shortlists with a clear recommendation • Coordinating interviews and running debriefs, with blind scorecards in Ashby before any group discussion • Keeping every candidate updated, with no one waiting more than 3 days to hear from us • Managing offers and closing candidates honestly, without pressure, ensuring each conversation with the candidates is meaningful and insightful for both us and the candidate. Sourcing • Finding and engaging people who aren't looking, through sourcing, open-source projects, communities, meetups and conferences • Headhunting directly for senior and hard-to-fill roles • Writing outreach specific enough to each person that they actually reply • Keeping warm pipelines for roles we hire repeatedly Stakeholders and reporting • Advising hiring managers on market realities: who's available, what they expect, and what that means for the brief • Keeping leadership updated with clear hiring metrics and progress • Escalating blockers early, with a proposed fix Talent community and employer marketing • Building a community of people who know WunderGraph before they ever see a job post • Running creative, low-budget activity: events, content, community-led hiring, the odd meme that lands • Working out what worked, and dropping what didn't Hiring process • Improving our interview loops, tasks and scorecards, including for technical roles • Documenting our recruitment workflows so they don't live in one person's head • Keeping hiring compliant across the countries we hire in, and handling contracts, background checks and documentation with the People team where needed • Keeping our hir