Job description

About Abacum Abacum is the leading Business Planning solution for finance teams to drive performance. By automating reporting, enabling collaboration, and simplifying planning and forecasting, we help finance teams shift from number crunching to driving strategic decisions. Founded in 2020 by two former CFOs, we’ve grown into a global team of 100+ people across 30+ nationalities. Headquartered in New York, we have offices in Toronto and Barcelona. We’re trusted by industry leaders such as Dish Networks, Strava, BetterUp, Kajabi, JG Wentworth, Abridge, Cortex, and hundreds more. We have raised over $100m, closing in June 2025 our $60M Series B, led by Scale Venture Partners, with the strong participation of Cathay Innovation, Y Combinator, Atomico, Creandum, and angel operators from Adyen, Zapier, and Twitch. Our mission is ambitious and we can’t do it alone - join Abacum as we build the future of Business Planning! ABOUT THE ROLE We're hiring a Senior Talent Acquisition Partner to own a significant share of our hiring over the next year. This is a builder role. We are growing fast enough that the way we hired at 60 people will not hold at 200. You will partner with our Founders Office to establish the operating standards for how Abacum hires: scorecards, interview loops, data hygiene, and the reporting that tells leadership the truth about where hiring stands. This is a role for someone who has carried a headcount number as their primary metric and knows exactly how they hit it. You will be given real ownership and be tasked with running searches end to end: from intake, to sourcing, through close. As we continue to scale the team and this function, we are looking for someone not just to grow with us, but to lead us into the next phase. WHAT YOU'LL OWN 1. The Number - Own a set headcount target across your requisitions, and the funnel math behind it: pipeline coverage, conversion by stage, time-to-fill, offer accept rate. - Run a weekly hiring update that leadership can make decisions from — what is on track, what is not, and what you need. - Flag risk early. We would far rather hear "this search is off track and here's why" in week 3 than in week 10 (backed with data of course!). 2. Full-Cycle Recruiting - Run searches end to end across multiple functions and geographies — intake, calibration, sourcing, screening, interview management, offer, and close. - Personally source. Build market maps, write outreach that gets replies, and open doors that inbound never will. - Close senior candidates against competing offers, including the ones where we are not the highest bidder. 3. Hiring Process Development - Design and roll out interview loops and scorecards that are consistent, evidence-based, and actually used. - Own Ashby as the source of truth: clean data, disciplined stage management, feedback submitted on time by everyone. - Establish the rituals and SLAs that make hiring predictable — intake standards, debrief cadence, response times to candidates. 4. Business Partnership - Be a real partner to hiring managers rather than an order-taker. Run rigorous intake, push back on a vague or off-market profile, and hold the bar when there is pressure to fill. - Coach interviewers. Your job is understand hiring managers and in turn, communicate your needs and feedback early and often. - Give candidates an experience that reflects how we work — fast, direct, and honest. Other Areas You'll Support You'll collaborate closely with the Chief of Staff and the People team on: - Compensation philosophy and banding - Onboarding and the first 90 days - Headcount planning and budget with Finance - Employer brand and careers content WHAT YOU BRING - 6+ years of recruiting experience, with at least 4 in-house. - You have carried a set headcount target as your primary metric and can speak to it in specifics: what the number was, what you closed, where you missed, and why. - B2B SaaS experience, at a company that went through a real scaling period. Startup or high-growth environments strongly preferred over large, stable ones. - Genuinely full-cycle. You still source, and you can prove it — what share of your hires came from your own outbound, and how you found them. - Operational rigor. You have built something that outlasted you: a scorecard, an interview loop, a reporting cadence, an SLA people actually kept. - Comfortable disagreeing with senior people. You can tell a hiring manager their profile is wrong, or that the candidate they love is a no, and keep the relationship. - For Toronto-based candidates: experience recruiting for B2B software sold to finance teams — FP&A, accounting, billing, treasury, spend management, or close and consolidation. WHY ABACUM - The upside is real. We’ve raised over $100M with our most recent Series B in June of 2025 led by top-tier investors like Scale Ventures and Cathay Innovation. You'd be joining at the stage where equity means something and where your searches decide what this company looks like at 200+ people. - Hiring is the constraint on growth, which makes this seat matter. Your number is the company's number. Leadership will not just know who you are, they’ll turn to you for some of the most impactful business decisions we need to make. - Build it, don't inherit it. The talent function is being set up now, not maintained. You'll partner directly with the Founders Office to write how Abacum hires with a path to lead it in the future. - A real New York office, with people in it. We're headquartered in NYC and in the office Tuesday to Thursday and will be joining a team with infectious drive, energy, and hustle. We work hard but we work together. - Fast decisions, small politics. Founded by two former CFOs, so the company respects the numbers — including yours. Your impact here is capped by your ambition, not your title. Benefits - Competitive compensation including equity package - Competitive vacation policy - Medical Insurance - L&D budget - Access to Meditopia (wellbeing platform) - Language courses (English / Spanish) Our Values Customer Obsession: We share the understanding that Abacum's sole purpose is to create value for customers and relentlessly deploy all creativity and energy to that end. Audacious Ambition: We dream big and embrace discomfort. We assume risks, make on-time mistakes and learn how to methodically accomplish our goals. Good People: We are self-reflective and praise diversity of thought. We don't justify the end with the means and know where to draw the line. We have fun every day. Tough Love: We truly care for everyone in the team and embrace honest feedback and radical candor as ways to genuinely help each other. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, or disability status.

Requirements

Must-haves

We're hiring a Senior Talent Acquisition Partner to own a significant share of our hiring over the next year.
As we continue to scale the team and this function, we are looking for someone not just to grow with us, but to lead us into the next phase.
Own a set headcount target across your requisitions, and the funnel math behind it: pipeline coverage, conversion by stage, time-to-fill, offer accept rate.
Run a weekly hiring update that leadership can make decisions from — what is on track, what is not, and what you need.
Flag risk early. We would far rather hear "this search is off track and here's why" in week 3 than in week 10 (backed with data of course!).
Full-Cycle Recruiting
Run searches end to end across multiple functions and geographies — intake, calibration, sourcing, screening, interview management, offer, and close.
Personally source. Build market maps, write outreach that gets replies, and open doors that inbound never will.
Close senior candidates against competing offers, including the ones where we are not the highest bidder.
Hiring Process Development
Design and roll out interview loops and scorecards that are consistent, evidence-based, and actually used.
Own Ashby as the source of truth: clean data, disciplined stage management, feedback submitted on time by everyone.
Establish the rituals and SLAs that make hiring predictable — intake standards, debrief cadence, response times to candidates.
Business Partnership
Be a real partner to hiring managers rather than an order-taker. Run rigorous intake, push back on a vague or off-market profile, and hold the bar when there is pressure to fill.
Coach interviewers. Your job is understand hiring managers and in turn, communicate your needs and feedback early and often.
Give candidates an experience that reflects how we work — fast, direct, and honest.
Other Areas You'll Support
You'll collaborate closely with the Chief of Staff and the People team on:
Compensation philosophy and banding
Onboarding and the first 90 days
Headcount planning and budget with Finance
Employer brand and careers content

Nice-to-haves

B2B SaaS experience, at a company that went through a real scaling period. Startup or high-growth environments strongly preferred over large, stable ones.

Application prep

Use the role’s language and application details while tailoring your materials.

Platform: ashby
Effort: quick