Technical Talent Partner

Talent Partner

Location: New York, NY (Hybrid) | Type: Full-Time | Reports to: Head of Operations

The role

Most recruiting roles start with a requisition and end with a hire. This one starts earlier and never really ends.

We are building the AI platform for architecture, engineering, and construction, an industry that has been underestimated by tech for two decades. That takes a team as ambitious as the problem itself, and finding them is not a job you can do reactively.

As Nomic's first dedicated recruiter, you will build our talent acquisition and talent intelligence function from the ground up. Your primary focus will be technical hiring across engineering and product. You may also source and close for go-to-market and business operations roles as the company scales. You will own the full cycle, from mapping the market to signing the offer, and you will design the systems, data, and relationships that let Nomic hire well for years to come.

What You'll Do

Lead technical recruiting

• Own hiring for engineering and product roles end to end: sourcing, screening, interview design, debriefs, offer, and close
• Partner closely with engineering and product leaders to define what great looks like for each role, calibrate on profiles, and build structured, fair interview loops
• Speak credibly with engineers about the work, the stack, and the problems we are solving, and make the case for Nomic to people who have never heard of us and have a dozen other offers

Hire across the business

• Source and run searches for go-to-market (sales, customer success, marketing) and business operations roles
• Adapt your approach to each function, knowing that finding a great enterprise AE looks very different from finding a great ML engineer
• You’ll have eyes across the business to strategise where we are, where we are headed, and what gaps we need to fill today

Build the talent acquisition function

• Design and own our recruiting infrastructure: ATS, workflows, interview processes, scorecards, and candidate experience
• Establish hiring metrics (time to hire, funnel conversion, source quality, offer acceptance) and use them to keep improving the process
• Stay in regular contact with strong candidates long before there is a seat for them, so when the seat opens, the conversation is already three steps in
• A big component of hiring the best also means leaving the screen and expanding our presence in the physical world. We want Nomic to be central to where the top talent comes from and meets. Whether that means hosting talent partner events, attending external marketing events, walking the floor at conferences, engaging with Universities, and more. We want someone who can build the digital talent systems and can acquire the best folks in-person as well

Build talent intelligence

• Map the talent landscape across AI, engineering, and AEC: where the best people are, which companies they come from, and what it takes to move them
• Track compensation benchmarks, competitor hiring activity, and market trends, and turn them into recommendations for leadership
• Build relationships against where we are headed
• Partner with marketing to position Nomic as the place to work for the best talent
• Find people in places other recruiters do not think to look. Job boards are the floor here, not the strategy

About You

• Proven full-cycle recruiting experience, with a strong track record in technical hiring for engineering and product roles, ideally at a high-growth startup or in-house at a tech company
• Experience sourcing and hiring for GTM and business operations roles, or the range to pick it up quickly
• Someone who treats sourcing as a craft, not a checklist, and has a track record of finding people others missed
• A builder's instinct. You have stood up (or are itching to stand up) recruiting systems, processes, and data from scratch, and you will be creating what does not exist yet, not maintaining what does
• Analytical and data-minded. You use market data and funnel metrics to make better hiring decisions and to influence hiring managers
• Genuine curiosity about AEC, AI, or both. You do not need to be an expert on day one, but you need to want to become one
• Comfort operating with a lot of ownership and not a lot of hand-holding

Why This Role Is Different

• Most companies hire recruiters to fill seats.
• We are hiring someone to build the bench, and the function behind it.
• If you have ever felt boxed in by a role that only asks you to react to open requisitions, this is the opposite of that.
• You will have real input into who Nomic becomes, because the people you find are the people who will build it.

We have big goals. We need people who match them, and someone whose job is to go find those people before anyone else does.

What We Offer

• Competitive base salary and performance-based compensation
• Equity participation
• Medical, dental, and vision coverage
• Flexible PTO
• Hybrid NYC work model (3 days in office)