Talent Acquisition Partner

Description

Upwind is a next-generation Cloud Security Platform that leverages runtime context to identify and prioritize critical risks, providing precise insights and efficient cloud security management. Unlike traditional tools, Upwind uses runtime data proactively for risk prioritization and posture insights, ensuring teams focus on what truly matters.

With industry-leading efficiency and eBPF-powered sensors, Upwind delivers comprehensive capabilities, including agentless cloud posture discovery, real-time threat protection, and integrated API security.

We’re in a period of significant global growth. There’s an enormous amount to build, improve, and shape, and every hire has the opportunity to change the trajectory of the company.

About the Role

We’re looking for an exceptional Talent Acquisition Partner to join our growing global Talent team.

This is not a role for someone who needs a fixed set of requisitions, one function, or one geography to be successful. We’re looking for a recruiter who thrives in a fast-moving environment, can shift gears quickly, and is excited to go wherever the business needs them most.

One quarter, you may be building a GTM team in the US. The next, you could be supporting a critical leadership search, helping scale a new region, or partnering with another member of the global TA team on a completely different function.

You’re agile, low ego, highly resourceful, and comfortable with ambiguity. You know how to prioritize when everything feels important, and you don’t wait for a perfect process or playbook before taking action.

You know how to identify hard-to-find talent, engage passive candidates, build pipelines from scratch, and create momentum in competitive markets.

This is an opportunity for someone who wants broad exposure, meaningful ownership, and the ability to directly influence how a global company scales.

This is a remote U.S.-based role, with a preference for East Coast-based candidates.

What You’ll Do

• Own full-cycle recruiting across multiple functions, levels, and geographies.
• Flex across the business as hiring priorities evolve, quickly learning new markets, talent pools, and candidate profiles.
• Build high-quality pipelines from scratch through proactive sourcing, creative market mapping, referrals, networking, and modern AI-powered recruiting tools.
• Partner closely with hiring managers and leadership to deeply understand business needs, challenge assumptions, calibrate profiles, and drive hiring decisions.
• Operate with urgency and ownership, identifying bottlenecks and proactively moving searches forward rather than waiting for direction.
• Become a trusted talent advisor to the business, bringing market insights, candidate intelligence, and recommendations that help teams make better hiring decisions.
• Deliver a thoughtful, high-touch candidate experience from first interaction through close.
• Build and nurture long-term talent networks rather than approaching every search as a one-time transaction.
• Partner seamlessly with our global Talent team across the US, Israel, EMEA, and APJ, jumping in to support critical hiring needs wherever they emerge.
• Help us continuously improve how we recruit, from sourcing strategies and tooling to processes, reporting, and ways of working.

Requirements

What We’re Looking For

Must-have

• 5+ years of full-time, full-cycle recruiting experience, within fast-paced, high-growth technology companies.
• Exceptional sourcing skills and a track record of identifying and engaging high-quality passive talent.
• Ability to recruit across different functions, seniority levels, and/or geographies, and the curiosity to quickly learn a new talent market.
• Strong business judgment and the ability to understand what truly matters in a profile rather than simply matching candidates against a job description.
• Comfortable operating in ambiguity and changing direction quickly as business priorities evolve.
• A highly proactive mindset, you see what needs to happen and move without waiting to be asked.
• Strong stakeholder management skills and the confidence to partner with and influence senior leaders.
• Excellent organization and prioritization skills, with the ability to manage multiple searches without sacrificing quality or candidate experience.
• Comfortable using modern recruiting technology, data, and AI-assisted sourcing tools to work smarter and scale your impact.
• A collaborative, low-ego approach. You care more about the team hitting its hiring goals than about whose requisition or candidate it is.
• A genuine sense of urgency and an ability to operate at startup speed.

Nice-to-have

• Experience recruiting internationally or supporting multiple regions.
• Experience across both GTM and technical hiring.
• Experience recruiting for cybersecurity, cloud infrastructure, or another highly competitive technology market.

Originally posted on Himalayas