Talent Acquisition Manager
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We are looking for a Talent Acquisition Manager to lead a team of recruiters and own the hiring strategy for key business areas. This is a hands-on leadership role: you will coach and develop your team, partner directly with senior stakeholders, and be accountable for both the quality and the speed of our hiring.
You will play a central part in shaping how we attract, assess, and hire talent — balancing high-volume operational hiring with specialised and senior searches. Besides spending 50% of your time also hiring.
What you will do
- Manage, coach, and grow a team of recruiters and sourcers
- Set clear goals, monitor performance, and build individual development plans
- Balance workload and capacity across the team to protect delivery and wellbeing
- Define and execute the talent acquisition strategy for your business areas
- Build proactive pipelines for critical and hard-to-fill roles
- Partner with leadership on workforce planning and headcount forecasting
- Act as a strategic advisor to hiring managers and senior leaders, not just an executor
- Calibrate expectations on talent availability, compensation positioning, and market reality
- Drive alignment on role scope, assessment criteria, and decision-making
- Own funnel metrics: time-to-fill, conversion rates, source effectiveness, offer acceptance
- Use data to identify bottlenecks and propose concrete process improvements
- Report regularly on hiring progress, risks, and capacity to senior stakeholders
- Standardise interview processes, scorecards, and assessment criteria to reduce bias
- Ensure a consistent and positive candidate experience end to end
- Contribute to employer branding and diversity hiring initiatives
What we are looking for
- 8+ years of experience in Talent Acquisition, with at least 2 years leading and developing a team
- Proven track record hiring in fast-paced, high-growth environments (technology, marketplace, logistics, or similar)
- Strong stakeholder management skills, with the ability to influence and push back with senior leaders
- Comfort working with data: you build your case with numbers, not opinions
- Experience owning full-cycle recruitment across different seniority levels
- English — professional working proficiency
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