Talent Acquisition Partner

The Role

We're looking for a Talent Acquisition Partner to be the engine behind that growth — a full-cycle recruiter who will own hiring across the company. You won't process inbound applicants and push them through a funnel. You'll build the sourcing strategies, partner with hiring managers to define what great looks like, and close the candidates who will help us win the next phase.

You'll recruit across Engineering, Data Science, Go-to-Market, Advisory, and G&A — the teams building verified intelligence and bringing it to the world's largest enterprises. The bar is high. The pace is fast. And the people you hire will directly shape how Liminal scales.

What Success Looks Like

In your first 30 days, you've completed a listening tour with every hiring manager, understand the open requisition landscape, and have taken ownership of the ATS and pipeline data.

In your first 90 days, you've filled your first roles, established a sourcing cadence that's generating qualified passive candidates, and hiring managers are coming to you as a strategic partner — not just a process coordinator.

In your first year, you've built repeatable hiring playbooks across technical and non-technical functions, meaningfully improved time-to-fill and candidate quality, and played a direct role in doubling the team.

What You'll Do

• Own end-to-end recruiting from role kickoff to signed offer across all functions — engineering, data science, go-to-market, advisory, and operations
• Develop and execute creative sourcing strategies to find and convert top-tier passive talent using LinkedIn, direct outreach, specialized networks, and whatever else works
• Conduct structured interviews to assess role fit and cultural alignment
• Partner with hiring managers to define requirements, calibrate candidate profiles, and translate business needs into compelling job descriptions
• Drive hiring velocity by managing coordination, feedback loops, and offer processes with autonomy
• Build and maintain proactive talent pipelines — especially in Identity, Fraud, and Cybersecurity, where domain expertise is a real differentiator
• Co-own the ATS (Rippling), ensuring data integrity, accurate reporting, and streamlined workflows
• Track recruiting metrics and implement process improvements across interview design, evaluation, and candidate communication as we scale
• Partner with HR to ensure a seamless handoff from candidate to employee during onboarding

What You Bring

You've run full-cycle recruiting in a fast-paced, high-growth environment and know what it takes to move quickly without sacrificing quality. You've independently managed a diverse requisition load across technical and non-technical functions — without relying on a coordinator or sourcer. You're proficient with modern ATS platforms and sourcing tools, especially LinkedIn Recruiter. You build rapport quickly with candidates and hiring managers alike, and you know how to advise, not just execute. You're organized, self-directed, and comfortable in ambiguity.

Bonus Points

Experience recruiting technical roles in AI/ML, data science, or engineering at a SaaS company. Familiarity with Identity, Fraud, or Cybersecurity markets. A track record sourcing passive talent for niche or hard-to-fill roles. Experience with hybrid or globally distributed teams across multiple time zones.

Why Liminal

The market timing is right. Enterprises spent the last two years discovering that AI hallucinates. The next phase is building the verified context infrastructure that fixes it. We're already there — and we're hiring the team to own that position.

The customers are real. The Living Graph maps 2.5M+ entities across Identity, Fraud, and Cybersecurity. The platform is in production with the world's largest players. Customer results are measurable: 9x faster strategic decisions, 30% higher competitive win rates, 70% reduction in manual research time.

Your work compounds. Every hire you make shapes the team that scales this. You won't be filling seats — you'll be building the company.

Compensation & Working Environment

Salary, equity, and a performance bonus tied to the company-wide revenue share. Comprehensive medical, dental, and vision coverage. 401(k) for US-based employees. Flexible PTO and parental leave. The hardware you need plus a home office stipend.

Location: Remote US - New York City (HQ) or Salt Lake City preferred

Our Process

We respect your time. Here's what to expect:

Recruiter Screen → Hiring Manager Interview → Behavioral Interview → Practical Interview → CEO Interview → Offer

We aim to move from first conversation to offer within two to three weeks.