Talent Acquisition Partner

About Harmony

Harmony gives every employee an always-on expert for every service request, inside the tools they already use. Deployed inside Slack and Microsoft Teams, its agents draw on a context graph connecting each employee's identity, devices, applications, and history, resolving requests across IT, HR, finance, procurement, and legal automatically, before a ticket ever opens.

With 100+ prebuilt agents that deploy in days, not months, and a 70% no-touch resolution rate, Harmony removes the manual work from enterprise service without removing the humans who should own the hard problems. Built for IT and HR teams that are done waiting for their service platform to catch up with the rest of the business.

About the Role

We're hiring our first dedicated talent acquisition partner. Today, hiring is distributed across founders and hiring managers. Your job is to change that. This is a founding role in the truest sense. You'll run full-cycle recruiting for our US Go-to-Market teams, Sales, Marketing, and Customer Success, while building the systems, process, and hiring bar that everyone after you will operate within. You'll work directly with our executive team, and have real influence over how we grow.

As our team scales across the US, EMEA, and Israel, there's meaningful surface area beyond recruiting — onboarding, employer brand, HR systems, and people programs — for someone who wants it.

What You'll Do

Own GTM hiring end to end

• Run full-cycle recruiting for US Go-to-Market roles: intake, sourcing, screening, interview coordination, offer strategy, and close

• Build and maintain outbound sourcing pipelines for hard-to-fill roles — this is a hands-on sourcing job, not a coordination job

• Manage our ATS as the single source of truth: pipeline hygiene, stage definitions, reporting, and candidate data integrity

• Serve as the primary point of contact for candidates, and set the tone for how people experience our company before they join

Build the recruiting function

• Design and roll out structured interview processes: scorecards, competency frameworks, interview loops, and debrief formats

• Hiring manager enablement — train managers to interview well and hold a consistent bar

• Define and report on the metrics that matter: time to fill, pipeline conversion, source effectiveness, offer acceptance, quality of hire

• Implement the tooling stack (ATS, sourcing, scheduling, assessment)

• Reduce agency dependency by building a durable in-house sourcing capability

Partner with leadership

• Work directly with G&A and GTM leaders and the exec team on headcount planning, role scoping, and comp calibration

• Bring market intelligence back to the business: what candidates are seeing, where we're competitive, where we're not

Support People Ops

• Partner on new hire onboarding and the first-90-days experience

• Contribute to people programs and HR operations: HRIS hygiene, policy documentation, employee lifecycle workflows, and internal comms

• Support employer brand — careers page, job posts, candidate-facing content, and how we show up in the market

• Collaborate with our EMEA and Israel teams on cross-regional hiring and people initiatives

Required Qualifications

• 5+ years of full-cycle recruiting experience, with at least 3 years in-house at a startup or high-growth technology company

• Demonstrated Go-to-Market recruiting experience — you've filled Sales (AE, SDR, Sales Engineering), Customer Success, or Marketing roles and understand how to evaluate for them

• Proven outbound sourcing skills. You can build a pipeline from scratch, write outreach people actually respond to, and don't wait on inbound applications

• Hands-on ATS ownership (Ashby, Greenhouse, or similar) — configuring workflows, not just working inside one someone else built

• Track record of building process, not just executing it. You've introduced a scorecard, redesigned an interview loop, or stood up reporting where none existed

• Strong hiring manager partnership skills — you can run a real intake meeting, challenge a vague req, and hold a bar under pressure

• Comfort with ambiguity and full ownership. No recruiting coordinator, no sourcing team, no playbook waiting for you

• Excellent written and verbal communication.

• Able to work from our NYC office 4 days per week

Preferred Qualifications

• Experience at an early-stage B2B SaaS company (Seed-Series B), ideally as the founding recruiter

• Operations-minded skill set or prior exposure to People Ops / HR generalist work — onboarding, HRIS administration, policy, or people programs

• Experience supporting international teams, particularly EMEA / Israel, and comfort working across time zones and hiring norms

• Familiarity with US multi-state hiring compliance — pay transparency laws, EEO, and offer practices across states

• Experience with compensation benchmarking and structuring competitive offers, including equity conversations

What We Offer

• Competitive salary and equity

• Comprehensive medical, dental, and vision coverage

• 401(k), with company matching

• Top-tier in-office gear, and

• Many more

Equal Employment Opportunity Harmony is an equal opportunity employer. We celebrate the diverse backgrounds, perspectives, and experiences that make our team stronger. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, pregnancy, veteran status, or any other characteristic protected by applicable federal, state, or local law.