Senior Strateginen Talent Partner (Vanhempainloma-työ/ Määräaikainen sopimus) - Supermetrics - Etätyö - Globaali

We are looking for a Senior Strategic Talent Partner who operates as a high-stakes consultant, not a traditional recruiter. Your core mission is to protect and elevate our Talent Density during a critical phase of evolution. We are currently transforming our workflows and tools to suit a highly automated, tech-forward model, which means you won't be spending most of your days on manual sourcing or managing calendar invites. Instead, your focus will be entirely on high-leverage work: calibrating the hiring bar with business leaders, architecting closing strategies for rare talent, and ensuring your strategic, human interventions add 10x value to our evolving processes. This isn't a role for someone who wants to stick to a mindset of manual task completion. You will actively steward our transition into systemic talent management, serving as the crucial human anchor in an automated pipeline. If you're energized by the idea of leaving the traditional recruiting grind behind to optimize systems, challenge leaders with data, and close the absolute best talent in the market, this role was built for you. In this role, you will… Act as a consultative talent partner — using market and performance data to define hiring standards, not just fulfill requests Lead executive-level calibration sessions with business leaders, backed by Talent Intelligence data (LinkedIn Talent Insights, HiBob, CrossChq) Own high-stakes closing: the candidate relationship, negotiation, and experience at the final stages of the hiring process Bridge Talent Operations and Hiring Managers when automation snags arise — diagnosing root causes, not just symptoms Own interview scorecard integrity in Greenhouse, updating structure and logic when data signals a gap Deliver personalized, on-brand candidate outreach that makes every interaction intentional and human. Your day-to-day work and responsibilities include… Auditing the top of the funnel and automated screening stages, monitoring rejected candidates to ensure new tools are calibrated correctly Running high-bar calibration sessions equipped with a Talent Intelligence Brief — challenging assumptions and resetting role profiles where needed Engaging the elite tier of candidates surfaced by our sourcing systems — selling the vision, team, and mission Analyzing Quality of Hire data with Talent Ops and feeding insights back into Greenhouse scorecard logic. This position is for you if you have… Significant experience leading in-house recruiting at a senior level, especially in B2B SaaS or innovative tech companies High proficiency with data — able to extract and present reports from systems like Greenhouse or CrossChq to inform stakeholder decisions The confidence to respectfully question senior leaders when hiring criteria appear misaligned or biased Experience working in or transitioning toward automated, systems-driven talent pipelines Deep, specialized knowledge in at least one vertical (GTM, Product & Engineering, etc.) within a global talent market A builder's mindset — you spot when a process or tool is misfiring and help fix it.