Sr. Talent Partner, Research & Development (remote, contract)

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          "text": "<p>This is a Sr. R&amp;D Contract Recruiter role embedded within Abnormal AI's Engineering organization. You will be responsible for sourcing, attracting, and hiring top talent across Abnormal's engineering teams, working in direct partnership with hiring leaders, Abnormal's internal Rec-Ops team, Talent Marketing, and Coordination functions. The contractor operates with significant autonomy to design and execute hiring strategy, applying innovative, efficient, and data-driven tactics to deliver high-quality, high-velocity hiring outcomes for assigned groups.</p><p><strong>Engagement Details</strong></p><ul><li>Duration: 6-month contract through end of 2026</li><li>Location: Remote, USA</li></ul><p><strong>What You Will Do</strong></p><ul><li>&#xa0;Deliver against a quarterly hiring goal of six starts</li><li>Consistently build pipeline and compelling messages to attract top passive talent</li><li>Execute 15+ recruiter phone screens per week with quality candidates</li><li>&#xa0;Run RPS (req pipeline submissions) with excellence, while proactively pursuing opportunities to improve</li><li>Function as a thought partner to hiring leaders for efficient, effective full-cycle recruitment of targeted talent communities</li><li>&#xa0;Demonstrate understanding of internal org structure and related dependencies</li><li>Operate tools and systems with consistency and high data integrity</li><li>Add to the culture through positive energy, production momentum, collaborative problem solving, shared learnings, and peer recognition</li><li>Demonstrate career-level recruiting expertise on digital platforms, inspiring confidence and curiosity in key talent communities</li><li>Find and leverage data to articulate compelling narratives for key stakeholders</li><li>Communicate pipeline data and information to hiring partners at a regular cadence, identifying impediments to success</li><li>Source effectively in a high-volume environment with significant applicant noise (avg 25% fake applicants)</li><li>Conduct market research on low-TAM roles and escalate findings rather than running ineffective courtesy outreach</li></ul><p>&#xa0;</p>",
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