Bai, this Position Description is written for you because you are one of two people who fill APB's Senior Talent Partner seat. The STP tier exists because the firm's delivery needs a craft level above Talent Partner — someone who can package submissions on behalf of consultants, coordinate interviews at the standard the firm has set, and set the example for the Talent Partners coming up behind you. You and Jhanine hold this seat as co-STPs from day one of the new model.
Your operational anchor is Desk 1 (Facilities Services), where Walter is the Desk Lead. That is the desk your work supports day-to-day. The STP role is cross-desk capable — you can be called on to support Desk 2 (Freight & Logistics) when capacity is needed — but the bulk of your work today sits with Desk 1.
Your forward path on this track is real: the Team Leader seat sits above you, allocating across desks, owning team SLA and quality, and building the craft curriculum. As the Talent Partner team grows, that work moves to a dedicated Team Leader; today you and Jhanine share that load implicitly with the Managing Director and the Desk Lead.
You previously held an Executive Consultant title with a 2nd Backup Sourcer overlay and a $60k/qtr personal billing Goal. Under the May 26 restructure, candidate-side delivery work moves to the Talent Partner track. Your personal billing target is retired; your contribution to the firm is now measured as a share of Desk 1 cash above budget (see Section 08).
The Senior Talent Partner seat at APB is currently held by you and Jhanine as co-STPs. The Codex Talent Partner Track template lists STP as "currently unfilled" — that line is killed by the two of you holding the seat in parallel. Your tenures shape the seat for everyone who follows.
Your title sets the contractual scope of the role and the standard the firm holds you to. Senior Talent Partner is the growth tier of the Talent Partner track — distinct from Talent Partner (Tier 1) below and Team Leader (Tier 3) above. You operate at scale, you carry quality on behalf of consultants, and you set the example for the Talent Partner team.
- Desk-1-anchored, cross-desk capable. Your day-to-day work is Desk 1. The STP role does not lock you to one desk — when Desk 2 needs support and your capacity allows, you contribute there too.
- Submissions on behalf of consultants. You package and send candidate submissions on behalf of consultants (the consultant authors the substance; you operate the channel). You own the quality of what goes out.
- Interview coordination. You manage and coordinate interview logistics between candidates and consultants at scale.
- Mentor Talent Partners. When TP-tier hires join, you set the craft standard and help them reach it. Today the TP tier is unfilled — the mentoring load activates with the first TP hire.
- No personal billing target. Like all Talent Partner tiers, the role is candidate-side only.
- Apply the standards. Operate APB's frameworks (RAPID, 6Rs, Search Brief, Candidate Profile, CRM hygiene). You apply them — you do not set commercial terms or pricing.
On the JOs Walter allocates from Desk 1, build longlists from LinkedIn, Seek, SignalHire, Apollo, and the desk's CRM history. Calibrate against the Search Brief and the Job Order's CTM (Client Talent Map). Joyce is a cross-desk Senior Talent Partner — you partner with her on quality calibration.
Apply 6Rs screening to longlists. Draft Candidate Profiles for shortlisted candidates. Maintain CRM hygiene — every candidate, every interaction, every status change logged. Your screening calibration is part of your performance.
Package Candidate Profile submissions on behalf of Walter (and George / Bai's consultant peers on Desk 1). The consultant authors the substance; your job is the operational voice — format, sequencing, follow-up. The quality of what goes out reflects on you.
Run interview logistics for Desk 1's pipeline. Calendar coordination, outcome capture, debrief scheduling, status updates back to consultants.
When Desk 2 (Freight & Logistics) needs delivery support and your Desk 1 load allows, contribute. Coordinate with Jhanine on cross-desk overflow.
The Team Leader seat sits above Senior Talent Partner and is the capstone of the Talent Partner track:
Still candidate-side only — no client ownership — but accountable for the delivery function's output and people. Allocation across desks, team SLA and quality, onboarding new TPs, capacity planning with the Managing Director. As the Talent Partner team grows, parts of your current STP work (cross-desk coordination, mentoring) move up to the Team Leader.
The Codex is the source of truth for how APB recruits. As Senior Talent Partner you operate these frameworks and hold the standard for the Talent Partner team:
- Module 2 (Source & Screen) — the canonical method.
- Locked naming — Job Order, Candidate Profile, Search Brief, Briefing Deck. See Codex → Module 1.
- Account lifecycle — Prospect → Signed Prospect → Client. You apply these states in the CRM.
- Fee & guarantee structure — Codex → M4 Billing & Collections. You do not set pricing; you operate within the standards.
- Mentor expectation — at STP level, modelling and explaining the standard is part of the role, not on top of it. Activates with the first TP-tier hire.
This PD describes the structure of your compensation. The specific rate, base salary, and any per-deal mechanics live in your signed employment agreement.
This Position Description is issued by the Managing Director and accepted by the Senior Talent Partner. The role applies until amended in writing. Annual review at April.