Senior Talent Partner - East Coast Only

Qualio is a unified quality and compliance management platform that helps regulated organizations get products to market faster with reduced risk. Trusted by biopharma, medtech, and diagnostics companies worldwide, Qualio eliminates fragmented systems that create audit delays and compliance blind spots. Our platform enables audit readiness in weeks through multi-standard automated gap analysis and evidence reuse across ISO and FDA requirements. Qualio is ISO 27001, ISO 9001, and ISO 27701 certified, reflecting our commitment to security, quality, and privacy.

The Qualio team is all-remote, and currently distributed across North America, Europe and Australia.

As a Senior Talent Partner at Qualio, you’ll be the architect of how we attract, engage, and hire the humans who power our mission. You’ll own full-cycle recruiting across our teams, with reach across the US, EU , and beyond, and play an active role in shaping how Qualio builds talent for FY27 and beyond.

This is a role for someone who sees recruiting as a discipline, not a function. You’ll build strategy, run JEDI-informed sourcing campaigns, leverage AI tools to stay ahead of the market, and show up as a true business partner to hiring managers who need more than a recruiter, they need a talent advisor.

You’ll work async-first in a globally distributed environment where your communication and judgment matter more than your proximity to anyone’s timezone. And if you’re genuinely excited about building modern recruiting practices from the ground up - including experimenting with AI agents, automating repetitive workflows, attending conferences to fill our pipeline before we ever open a req - this role has serious room to grow.

You'll be joining a People Ops team of four - including a recruiter you'll work in close tandem with. This isn't a solo function; it's a real partnership. You'll share context, split the req load strategically, and build something together. We're small enough that your contributions are immediately visible, and collaborative enough that you won't be figuring it out alone.

The life science industry is accelerating. So are we. This is your opportunity to help us hire the people who will do it.

Full-Cycle Recruiting & Candidate Experience

• Own full-cycle recruiting for senior and leadership roles [Director and above] across functions in the US and EU, delivering a high-quality, human-centered candidate experience at every stage
• Conduct thoughtful, sophisticated candidate interviews grounded in work psychology, assessing motivational fit, values alignment, and GWC (Get it, Want it, Capacity to do it) alongside technical skills
• Serve as a skilled problem solver and facilitator through final negotiations, acting as a trusted bridge between Talent and Qualio

Recruiting Strategy, Headcount Planning & JEDI

• Design and own a proactive recruiting strategy that balances short-term hiring velocity with long-term pipeline health, including geo strategy, sourcing channel prioritization, and role-level market intelligence
• Partner with Finance and People Ops on headcount planning as an active contributor, not an order taker. You bring recruiting intelligence to the table: capacity timelines, market conditions, geo constraints, and realistic hiring forecasts that help the business make smarter decisions before a req ever opens
• Lead Qualio’s JEDI (Justice, Equity, Diversity, and Inclusion) sourcing campaigns, building diverse slates as a default, not an afterthought, and reporting on progress with real data
• Partner with hiring managers as a strategic advisor from intake through offer, bringing calibration support, market insights, and honest counsel when the slate or the brief needs adjusting
• Design and own recruiting processes for complex, multi-stakeholder searches, where multiple hiring partners, cross-functional interviewers, or external agencies are involved. You don’t let complexity become chaos: you build the framework, set expectations, and keep everyone aligned
• Actively drive employer branding campaigns in partnership with Marketing and People Ops, owning content ideas, social presence, conference storytelling, and candidate-facing messaging that makes Qualio genuinely stand out. You don’t wait for the brand to build itself
• Represent Qualio at industry conferences, virtual events, and talent communities, acting as an employer brand ambassador in the spaces where our future hires are already spending time
• Manage external recruiting agencies when we partner on a search

Compensation benchmarking

• Build and maintain compensation benchmarking tools that are reliable, scalable, and grounded in real market data, not one-off spreadsheets that only the person who built them can read. Partners with Finance and People Ops to ensure benchmarks stay current across geographies (US, EMEA, APAC), are structured for repeatable use across role levels, and can actually support a comp conversation without needing a 30-minute explainer attached to them.

AI-Powered Recruiting & Modern Practices

• Embrace and champion AI-powered recruiting tools as a core part of how you work - not as a nice-to-have. If there’s a new platform worth evaluating, you’re already in the beta
• Actively explore emerging tools and platforms, sourcing tech, AI assistants, scheduling automation, candidate engagement tools, with genuine curiosity. You pilot, you assess, and you bring back a real verdict, not just a slide about it
• Build sourcing agents, automated outreach workflows, and recruiting artifacts that increase speed and quality without sacrificing the human touch
• Continuously evaluate and optimize our recruiting tech stack, LinkedIn Hiring Assistant, Greenhouse, sourcing platforms, and bring recommendations for what’s worth adding (and what’s worth cutting)
• Document your AI experiments and best practices so the broader People Ops team benefits from what you learn

Onboarding & People Operations Collaboration

• Contribute to onboarding activities in partnership with People Ops, bridging the gap between the offer stage and the employee experience, because hiring doesn’t end when the offer is signed
• Partner with the broader People Ops team to ensure every search accounts for holistic team composition, values fit, and long-term org needs
• Maintain rigorous Greenhouse hygiene: documentation, scorecard follow-up, req updates, and reporting that gives the team real-time visibility into recruiting health

• 5+ years of full-cycle recruiting experience with meaningful depth across functions, ideally in high-growth SaaS or deep tech environments
• Demonstrated experience recruiting across global markets (US and EU required), with a clear understanding of how candidate expectations, compensation norms, and interview culture differ by geography
• Genuine fluency with AI-powered recruiting tools, you’ve already used them, you have opinions about them, and you’re excited to push further
• Experience building and executing JEDI-informed sourcing strategies and diverse candidate slates, with the data to back it up
• Strong proficiency with modern ATS systems, Greenhouse experience is a strong plus
• Ability to build trusted, candid relationships with hiring managers and operate as a true business partner, not just a req-filler
• Comfort with data: you track what matters, spot trends, and use numbers to influence decisions
• A bias for documentation, async communication, and proactive stakeholder management, you don’t wait to be chased
• Experience attending or presenting at industry conferences or talent communities, with a network you actively maintain
• A genuine curiosity about the intersection of technology and talent, you read the updates, try the tools, and share what you learn

• Competitive salary
• Matching 401k
• Medical, Dental, and Vision Benefits
• Dependent & Health FSA, Short/Long Term Disability, Basic & Voluntary Life Insurance
• Flexible PTO policy
• Company allowance for home office supplies
• 12 weeks paid parental leave
• Opportunity to make a difference through helping life-saving products get to market

Studies have shown that women and people of color are less likely to apply for jobs unless they believe they meet every single one of the qualifications as described in a job description. We are committed to building a diverse and inclusive company and we are most interested in finding the BEST candidate for the job. That candidate may be one who comes from a less traditional background, and that’s okay. We would strongly encourage you to apply, even if you don't believe you meet every one of the qualifications described.