Talent Acquisition Partner

Join to apply for the Talent Acquisition Partner role at Open Government Products Get AI-powered advice on this job and more exclusive features. Open Government Products (OGP) operates like a startup within the government; we are a fast‑paced, dynamic team of engineers, designers, and product managers dedicated to public good. We autonomously identify opportunities to solve public problems using tech, rapidly prototype, and launch solutions – from citizen apps to automating public agency operations. Embracing an open‑sourced and flat hierarchy, we cut through bureaucracy to focus on real‑world, user‑centric innovations that drive change. About the role We’re scaling up to deliver on bigger missions for the public sector, and we’re looking for a Talent Acquisition Partner who can help us attract, engage, and onboard exceptional people who want to make an impact through technology and public good. As our Talent Acquisition Partner, you’ll be part of a small, fast‑moving People team that hires the builders, designers, and problem‑solvers behind these products. You’ll have the freedom to shape how hiring is done – from building systems that scale to crafting an experience that candidates remember. This is a role for someone who thrives in ambiguity, loves creating order in chaos, and believes that great hiring is both art and science. What You’ll Do You’ll own and continuously improve the full talent acquisition lifecycle – from first outreach to signed offer – and help OGP hire faster, better, and smarter. 1. Drive full‑cycle hiring Partner with hiring managers across the organisation (Product, Design, Engineering, Policy, Corporate) to scope roles, design interview processes, and manage end‑to‑end hiring. Build and maintain strong pipelines for current and future roles – including proactive outreach to top passive talent. Balance speed and quality, ensuring each hire adds to both team performance and culture. 2. Optimise and build hiring systems Audit and refine our current processes to reduce friction and improve time‑to‑hire. Build and maintain an interview process that optimises both quality and quantity. Use data to spot bottlenecks and improve conversion at every stage of the funnel. Collaborate with People Partners and People Ops to ensure a smooth transition from offer to onboarding. Design and monitor referral programs. Design transparent, thoughtful touchpoints that reflect OGP’s mission and culture. Ensure candidates feel respected, informed, and excited – whether they join or not. Equip interviewers and hiring managers with the tools and guidance to assess effectively and fairly. 4. Build OGP’s employer brand and presence Partner with functions, and relevant teams to tell authentic stories about our people and products to promote our employer branding. Run small‑scale events, industry networking, talks, or content campaigns to attract like‑minded builders. Strengthen OGP’s visibility within the tech and design community. 5. Be strategic with data and stakeholders Translate hiring data into insights for leaders and HRBPs – headcount, funnel health, diversity, and hiring velocity. Influence hiring priorities and workforce planning decisions with evidence‑based recommendations. Build strong partnerships across functions, balancing strategic priorities with on‑the‑ground realities. You’re the Right Person We’re Looking For If You Have 4–7 years of hands‑on experience in talent acquisition, ideally within tech, product, or design environments. Are a self‑starter who can take an unstructured process and make it better. Are comfortable juggling multiple roles at once and love solving problems quickly. Have strong understanding and ability to manage recruitment pipeline in a timely and efficient manner. Are passionate about combing the market for the talents to grow our teams. Understand how to balance speed and quality in hiring without compromising fairness. Communicate clearly and empathetically – with candidates, peers, and stakeholders alike. Are curious, data‑minded, and thoughtful about how people decisions shape culture and performance. We’d Love It If You Have (but if you don’t, we’ll help you get there) Experience with talent analytics or ATS optimisation (e.g. Recruitee, Calendly, BambooHR). Exposure to employer branding or recruitment marketing initiatives. A strong network in the local or regional tech community. Interest in organisational design or people strategy as a growth path. Referrals increase your chances of interviewing at Open Government Products by 2x We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI. #J-18808-Ljbffr