Talent Acquisition Partner, G&A and GTM

What You'll Do

We don't hire to fill seats — we hire to raise the bar. As a Talent Acquisition Partner at Giga, you'll be a strategic partner to hiring leaders, owning the full recruiting lifecycle for a portfolio of critical roles across the business. You'll be expected to move with urgency, source proactively, and consistently deliver the top 5% of available talent — not just whoever is actively looking. This isn't a reactive, inbound-only role. You'll build pipelines before the need is urgent, engage passive candidates who aren't on the job boards, and bring a point of view to every search you run. If you're the type of recruiter who treats a hard search as a puzzle to solve rather than a problem to escalate, you'll thrive here.

Where You'll Work

We are an in-office culture — velocity matters when you're building physical infrastructure, and the best decisions happen in the room. This role is ideally based in our San Francisco, Long Beach, or Houston offices, with full-time onsite expectations outside of bi-weekly WFH Fridays.

That said, we will make exceptions for truly exceptional talent if you live outside one of our hubs. If you're the right person for this role, we'll have a conversation about what works.

Responsibilities

• Own full-cycle recruiting for a portfolio of roles — from intake through offer acceptance — operating with speed and rigor at every stage
• Partner directly with hiring managers and senior leaders to define the talent profile, advise on market realities, and build a strategy for each search
• Proactively source and engage passive candidates through Boolean search, LinkedIn Recruiter, talent mapping, referral networks, and creative direct outreach
• Design and facilitate structured interview processes that assess for both technical capability and performance potential — not just culture fit on paper
• Demonstrate a sharp, trained eye for what separates truly exceptional talent from candidates who simply interview well — evaluating trajectory, ownership mentality, the quality of their thinking, and the impact they've driven relative to their peers
• Build and maintain warm pipelines for recurring and critical roles so no search ever starts from zero
• Use recruiting data (pipeline health, funnel conversion, time-to-fill, source mix) to identify bottlenecks and continuously sharpen your process
• Challenge hiring criteria when job requirements are misaligned with the market — and back your recommendation with data
• Deliver a candidate experience that makes even declined candidates advocates for Giga

Requirements

• 5+ years of full-cycle recruiting experience in a high-growth, fast-paced, or agency environment
• Demonstrated track record of closing senior, niche, or highly competitive roles — not solely high-volume pipelines
• Experience partnering with and influencing VP-level and above stakeholders
• Expert-level sourcing skills — you build targeted candidate lists from scratch and write outreach that passive candidates actually respond to
• Strong talent assessment judgment — you can identify what makes someone genuinely exceptional: a pattern of outsized impact, intellectual curiosity, high ownership, and the ability to operate above their level; and you can distinguish that from candidates who are polished but plateau
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