Talent Acquisition Partner (Contract)

Tailscale is making safe connection effortless by delivering software that makes it easy to securely interconnect people and their devices, no matter where they are. From hobbyists to multinational corporations, teams of every size use Tailscale each day to protect their networks, share access to internal tools, and more. We're building a future for the Internet that's easy, sensible, and safe, like it used to be. Founded in 2019 and fully distributed, we're backed by Accel, CRV, Insight, Heavybit, and Uncork Capital.

We’re hiring multiple experienced Talent Acquisition Partners to join Tailscale on an initial 6-month contract basis, with the potential to extend and/or convert to full-time roles based on business needs and performance.

These roles will support different parts of the organization, with individual assignments focused on Engineering, Product & Design (EPD), Go-to-Market & G&A, or a broader cross-functional portfolio spanning multiple organizations. During the application process, candidates will have the opportunity to indicate where they have the most experience and where they would prefer to focus.

You’ll operate as a fully integrated member of our Talent Acquisition team, owning searches from intake through offer and partnering with hiring managers and business leaders to develop thoughtful recruiting strategies, navigate competitive talent markets, and deliver an exceptional candidate experience.

Tailscale operates in a highly technical, fast-moving environment, so we’re looking for recruiters who are curious, adaptable, and comfortable learning new areas quickly. Whether your background is primarily technical, commercial/corporate, or broad-based, you’ll bring strong recruiting craft, market intelligence, data, and sound judgment to help hiring teams make great decisions while maintaining a consistently high hiring bar.

Lead Full-Cycle Recruiting

• Own complex searches from intake through offer across EPD, GTM, G&A, or a combination of functions based on assigned business needs.

• Partner with hiring managers to define candidate profiles, develop recruiting strategies, and establish effective interview processes.

• Manage multiple searches while maintaining a high bar for quality, speed, and candidate experience.

• Lead candidate assessment, offer strategy, negotiation, and closing in partnership with hiring teams.

Develop Talent & Sourcing Strategies

• Build recruiting and sourcing strategies based on business priorities, role requirements, talent availability, and market conditions.

• Partner with Sourcers on targeted searches and talent mapping while sourcing directly as needed and maintaining accountability for pipeline health.

• Use recruiting data, candidate feedback, and market intelligence to evaluate search performance and adjust strategies.

• Identify alternative talent pools, companies, locations, or profiles when searches require a different approach.

Advise & Influence Hiring Teams

• Build trusted relationships with hiring managers and business leaders and serve as a consultative recruiting partner.

• Provide actionable insights on talent markets, candidate expectations, hiring timelines, and potential tradeoffs.

• Constructively challenge assumptions and create accountability around interview quality, timely feedback, decision-making, and candidate experience.

• Proactively identify hiring risks and partner with TA leadership when broader support or escalation is needed.

Recruit Across Your Area of Focus

Depending on your