Lead Technical Talent Acquisition Partner

Location: Remote (Canada) 

The Role

At the intersection of bleeding edge technical recruitment and executive strategy, you will be the driving force behind how we scale our most critical teams. As a Lead Talent Acquisition Partner, you aren’t just filling seats; you are a talent consultant and a cultural architect. You will lead the charge in identifying top-tier technical talent and executive leadership, ensuring that every hire elevates our collective bar for excellence.

Working closely with our CTO and Senior Engineering leaders, you will act as a talent scout and a strategic advisor, coaching hiring managers on best practices while navigating the complexities of a competitive global market. Whether you’re architecting a new sourcing strategy or closing a high-stakes executive candidate, you’ll have the autonomy to make a massive impact on our trajectory.

Day-to-day

• Full-Cycle Ownership: Manage the end-to-end recruitment process for senior technical roles and strategic leadership positions, from initial approval to offer.
• Strategic Sourcing: Build and maintain a robust pipeline of passive talent through creative sourcing, networking, and leveraging data-driven insights.
• Stakeholder Coaching: Act as a trusted advisor to hiring managers, providing market intelligence, refining job profiles, and coaching them on inclusive interviewing techniques.
• Negotiation & Closing: Lead complex offer negotiations, including base, bonus, and equity structures, ensuring a high conversion rate and a world-class candidate experience.
• Process Evolution: Identify bottlenecks in our hiring funnel and implement scalable solutions to improve speed-to-hire without compromising on quality.

What we’re looking for

• 7+ years of experience in full-cycle recruitment, with a significant focus on technical environments (Software Engineering, Product, Data Science, AI).
• Proven track record in leadership or executive-level hiring, demonstrating the ability to navigate complex stakeholder relationships and high-stakes negotiations.
• Deep Technical Fluency: You understand the difference between a backend engineer and a systems architect, and you can speak the language of the candidates you’re sourcing.
• Data-Driven Mindset: You use metrics (like pass-through rates and source of hire) to tell a story and influence hiring decisions.
• Owner Mentality: You thrive in ambiguity and are comfortable building processes from scratch in a fast-evolving landscape.
• Empathy-First Approach: You prioritize the candidate experience above all else, ensuring every person walks away with a positive impression of the brand.

Bonus Points

• Previous experience at a fast paced startup
• Experience using modern ATS platforms (e.g., Greenhouse, Lever) and advanced sourcing tools beyond LinkedIn Recruiter (Findem, Gem, Juicebox, Seekout, etc) 
• A background in "Talent Intelligence"—using market mapping to help leadership decide where to open new hubs or offices
• Experience operating within a Globally distributed team

Why Narvar?

We're on a mission to simplify the everyday lives of consumers. Post-purchase is a critical phase of the customer journey. That's why we created Narvar - a platform focused on driving customer loyalty through seamless post-purchase experiences that allow retailers to retain, engage, and delight customers. If you've ever bought something online, there's a good chance you've used our platform!

From the hottest new direct-to-consumer companies to retail’s most renowned brands, Narvar works with GameStop, Neiman Marcus, Sonos, Nike, and 1300+ other brands. With hubs in San Francisco, Atlanta, London, and Bangalore, we've served over 125 million consumers worldwide across 10+ billion interactions, 38 countries, and 55 languages.

Pioneering the post-purcha