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Unmind is a Series C mental health technology company that combines science, technology, and human care to help organizations improve mental health and drive performance. Clients include Uber, Disney, Major League Baseball, and the NHS.
As Senior Talent Partner, you'll own end-to-end hiring across the entire business—Engineering, Product, Design, Sales, Client Success, Marketing, Finance, and People functions. You'll spend roughly 80% of your time on talent acquisition and 20% on broader employee experience initiatives.
Key responsibilities include:
**Talent Acquisition:**
- Manage the full hiring process from sourcing through offer for both technical and commercial roles
- Partner with leaders across the business to plan hiring, shape role descriptions, and define success criteria
- Build diverse talent pipelines using LinkedIn, expert sourcing techniques, and innovative employer branding
- Develop and maintain inclusive hiring practices aligned with DE&I commitments
- Track hiring metrics and dashboards; share market insights with leadership
- Train hiring managers on effective, fair, and confident interviewing
**Employee Experience:**
- Run remote onboarding sessions to ensure new hires feel welcomed and ready to contribute
- Conduct salary benchmarking using tools like Pave and external data to ensure fair leveling for new roles and promotions
- Support Culture Champions initiatives to maintain connection and culture in a remote-first environment
You'll work in a small, hands-on People team at a 90-person company where priorities shift quickly. One week you might close a senior engineer and sales hire simultaneously; the next you're benchmarking a promotion and welcoming a new cohort.
**Requirements:**
- Proven experience as an in-house Talent Partner hiring for Engineering, Product, and Design roles with credible knowledge of tech teams
- Experience hiring for commercial roles (Sales, Client Success) and head office functions, ideally in a startup or scale-up environment
- Demonstrated ability to own hiring end-to-end, designing and executing talent strategies from attraction through offer management
- Adaptability and comfort working in a small team with rapidly changing priorities
- Strong stakeholder management skills; ability to build trust with leaders at all levels and advise with data
- Ability to manage multiple concurrent searches while maintaining quality and pace
- Interest in the full employee journey beyond headcount growth, including culture and employer branding
- Data-informed approach with proven experience building dashboards and using insights to improve hiring practices and ensure diverse pipelines
