Talent Partner

The Opportunity

Luminance is the pioneer of Legal-Grade™ AI for enterprise. Backed by internationally renowned VCs and named in both the Forbes AI 50 list of ‘Most Promising Private AI Companies in the World' and Inc. 5000's ‘Fastest Growing Companies in America', Luminance is disrupting how professionals work with contracts around the globe.

Luminance has grown by 5x over the last 2 years, raised a $75m Series C funding round in 2025 and has rapidly expanded globally, with enterprise customers such as AMD, DHL and Koch, Inc. We are looking for ambitious, high achievers ready to join us in taking our organisation to the next level.

This position is the first of its kind for Luminance, and as such, requires a candidate looking to make the role their own and drive change. The Talent Partner role is responsible for building and scaling a high-performing recruitment function within a fast-paced business, with steep growth ambitions. This role combines hands-on hiring delivery with the development of robust recruitment and onboarding infrastructure. The Talent Partner will drive consistent, high-quality hiring practices, directly source top talent, and partner with internal stakeholders and external agencies to support business growth.

This role will report into the HR Director and be based in the London Head Office minimally 3 days per week. We are also hiring for the US counterpart for this role, which will be based in New York.

Roles and Responsibilities

1. Recruitment Infrastructure & Process Development

• Establish best-in-class hiring frameworks, including interview structures, scorecards, and evaluation criteria.
• Own and optimise the company’s Applicant Tracking System (ATS), ensuring data integrity, usability, and adoption across teams.
• Develop recruitment policies, SLAs, and governance to standardise hiring practices company-wide
• Introduce reporting and analytics to track hiring performance, pipeline health, and time-to-hire.
• Working closely with the HR team to gather candidate feedback and implement improvements to enhance both candidate and hiring manager experience.

2. Independent Talent Sourcing, Working with Agency Partners & Hiring Delivery

• Proactively source and engage high-quality candidates using a variety of channels (LinkedIn, networks, referrals, events, etc.).
• Conduct first stage screening for candidates.
• Manage full-cycle recruitment across key roles, from briefing through to offer and close.
• Build and maintain talent pipelines for critical and future hiring needs.
• Establish and manage relationships with external recruitment agencies and search partners.
• Define agency usage strategy, ensuring cost-effectiveness and quality of delivery.
• Set clear expectations, performance metrics, and feedback loops for agency partners.
• Negotiate terms and ensure alignment with company hiring standards and processes.

3. ATS Engagement & Adoption

• Drive adoption and consistent usage of the Applicant Tracking System (ATS), across all hiring teams.
• Train hiring managers and interviewers on ATS best practices and recruitment workflows.
• Ensure all recruitment activity is accurately tracked and compliant within the system.
• Identify opportunities to automate and streamline workflows within the ATS.

4. Standardisation & Continuous Improvement

• Champion consistent recruitment practices across all departments and regions.
• Embed structured, inclusive, and data-driven hiring approaches.
• Continuously evaluate and refine recruitment processes to improve efficiency and quality.
• Stay up to date with market trends, tools, and best practices in SaaS hiring.

5. Stakeholder Partnership

• Work closely with Senior Leadership to report on hiring performance, pipeline health, and time-to-hire.
• Act as a trusted advisor to hiring managers on talent market insights, compensation benchmarking, and hiring strategy.