Senior Talent Partner

Responsibilities

• WunderGraph is a fast-growing startup, our goal is to bring everybody together to build digital products end-to-end. From interface design to API implementation, we provide the platform to go from sketch to product in a category-defining collaborative experience. Our North Star is to take the friction out of bringing digital ideas to life, making room for your ideas and productivity.
• Developers from some of the biggest companies in the world are using WunderGraph to design and streamline their API environments. We raised our Series A ($7.5 million USD) in March 2025, being backed by eBay, Karma Ventures, and Aspenwood Ventures.
• The culture we are creating together is extremely important to us. Read here how we are Building the Company We Always Wanted to Work In.
• Our Senior Talent Partner has moved into the Head of People and Talent role, so we're looking for someone to take over day-to-day hiring processes for the whole company. We're growing across every team, and you'll be the person who makes sure each of them gets great people when they need them.
• This is a full-cycle role first. You'll own searches end to end, from shaping the brief with a hiring manager to closing the offer. Roughly half your roles will be in engineering and half in other functions, so one week you're calibrating an engineering loop and the next you're hiring for sales or operations. A lot of the people we want aren't looking, so you'll find many of them yourself.
• The other part of the job is building a talent community around WunderGraph. We're an open-source company with a real developer community, and hiring should draw on that. Events, content, memes, a community experiment that might not work: you'll have room to try things, and we'd rather you tried.
• Collaborates closely with: every hiring manager across engineering and non-engineering teams, plus the CEO, COO, VP of Sales and our engineering principals on key hires
• Acts as each hiring manager's partner on a search, not an order-taker: shaping the brief, setting the bar together, and holding the process to it
• Hiring managers across engineering and non-engineering teams get strong shortlists when they need them, not a quarter later.
• Hiring managers trust your judgement enough to change their minds when you push back on a brief, and leadership trusts the plan because your hiring metrics are clear.

Languages