At CluePoints, we’re redefining how clinical trials are run. As the premier provider of Risk-Based Quality Management (RBQM) and Data Quality Oversight software, we harness advanced statistics, artificial intelligence, and machine learning to ensure the quality, accuracy, and integrity of clinical trial data, helping life sciences organizations bring safer, more effective treatments to patients faster.

We’re proud to be an ambitious, fast-growing technology scale-up with a dynamic and diverse international team representing more than 20 nationalities. Collaboration, flexibility, and continuous learning are part of our DNA.
At CluePoints, you’ll find a culture where you can grow, make an impact, and have fun along the way. Guided by our values of Care, Passion, and Smart Disruption, we’re united by a shared mission: to create smarter ways to run efficient clinical trials and deliver AI-powered insights that improve human outcomes worldwide.

The Role

We're hiring Talent Partners to join our Talent Acquisition team and help shape how recruiting works at CluePoints in an AI-first world. We're hiring at two levels and welcome candidates at either:

• Talent Partner— 5+ years' recruiting experience.
• Senior Talent Partner— 6–8 years' recruiting experience.

You'll own end-to-end recruiting for a vertical (Engineering, Product, Corporate, or Commercial), build warm pipelines against our most critical roles, and play a visible role in projects that go beyond day-to-day hiring — DE&I, Employer Brand, data and reporting, and the AI tooling that's reshaping how we work.

We build with AI here, not just use it. This is a role for someone who is excited about where TA is heading, not nervous about it. We're not looking for a steady-state recruiter, we're looking for a builder.

What You’ll Bring

• Scale-up Operator. You've recruited at a Tech or SaaS scale-up where the brand isn't doing the work for you. Big Tech backgrounds are welcome and valued, provided you've also operated in a scale-up where you had to build the infrastructure as you delivered against it. Agency-into-in-house experience is welcome too, we value the hustle agency builds.
• Sourcing Geek. A blank screen doesn't slow you down. You're a relentless sourcer who moves fast, is decisive, and is incredibly inquisitive about how to make recruiting better. Vertical depth across Engineering, Product, Corporate, or Commercial is helpful; recruiting expertise itself is what we're filtering for.
• AI Builder. We build with AI here, not just use it. The team is already shipping with Metaview, Claude, and ChatGPT and we're hiring people who want to push that further. At a minimum, you have a specific, opinionated answer to"if you could build something with AI to change how you recruit, what would you build?"Above that floor, we want to see what you've built, what you've shipped, and the measurable impact it's had on a funnel or a team.
• Fundamentals First. ATS hygiene, system-of-record discipline, clean data. We expect builders AND operators, not one or the other.
• Stakeholder Partner.Excellent communication and commercial acumen. You can hold yourself in a room with senior hiring managers, turn data into a compelling story, and close at the executive level.
• Builder Mindset. You don't wait to be asked. You tell, rather than ask, when you see a better way of doing things.

Nice to Have

• Experience using or building Custom GPTs, AI agents, or other AI tooling in a recruiting context.
• A track record of measurable funnel improvements (TTF reductions, conversion lifts) you can point to and explain.
• Experience operating across multiple verticals, or a vertical-specialist track record with a credible recruiting depth alongside it.
• Visible involvement in DE&I, Employer Brand, or recruiting analytics initiatives.

• Own end-to-end recruiting for one of our verticals — sourcing, screening, stakeholder management, offer close, and post-offer experience.
• Source where otherscan't— cold outreach strategies, community pipelines, and creative sourcing approaches to find exceptional talent in markets whereCluePointsdoesn'tyet have brand recognition.
• Run a tight, ATS-disciplined operating model — clean data is part of the craft, not a chore.
• BringAI fluency into the day-to-day— using and improving the tools that are reshaping howrecruiterssource, screen, schedule, and report.You'llbe expected to have an opinionated point of view on what to build next.
• Partner closely with senior hiring managers — coach intake conversations, hold a strong storytelling line with data, and close at the executive level.

• Take a visible role in at least one cross-cutting project— DE&I, Employer Brand, data and reporting, or AI tooling without waiting to be asked.