The Talent Acquisition Manager is responsible for leading and developing the recruitment team, refining existing recruitment processes, and building scalable strategies that align with business needs. This role will oversee talent acquisition across multiple markets with a strong focus on tech recruitment, while also supporting hiring for commercial roles. Additionally, the Talent Acquisition Manager will expand sourcing efforts into new regions, implement candidate assessment methods, and develop data tracking systems to drive a more informed, people-first hiring approach.

REQUIREMENTS:

• 8+ years of experience in talent acquisition, with at least 2 years in a leadership role.
• Proven track record in technical recruitment (e.g., engineers, product, IT).
• Background in sales hiring or familiarity with commercial role requirements is a plus
• Experience building recruitment strategies and leading process improvement initiatives.
• Strong stakeholder management skills, comfortable working across multiple departments.
• Experience with recruitment data and performance metrics (even in early-stage setups).
• Familiarity with sourcing tools, ATS platforms, and candidate assessments.
• Excellent written and verbal communication skills.
• Agile mindset: comfortable navigating ambiguity, growth, and change.

• Lead and develop a team of recruiters across multiple regions, with a strong focus on tech roles and support for commercial, customer service, help desk, financial, and other operational functions.
• Develop and implement a comprehensive talent acquisition strategy aligned with business goals, with a focus on attracting and retaining top talent across all departments.
• Oversee the end-to-end recruitment process, ensuring a positive, inclusive, and high-touch candidate experience that reflects the company’s commitment to service excellence.
• Partner with hiring managers across divisions to understand role requirements, team dynamics, and operational priorities.
• Design and implement candidate assessment methods to improve hiring accuracy and ensure alignment with role-specific competencies.
• Expand sourcing strategies into new talent markets and evaluate effectiveness based on early pipeline activity and quality-of-hire outcomes.
• Hire and onboard new recruiters as needed, supporting their integration into the team within one week of start.
• Collaborate with the HR operations team to align recruitment efforts with performance management, compensation strategies, and employee development programs.
• Develop key recruitment metrics and tracking systems, including time-to-fill, cost-per-hire, recruiter productivity, candidate experience, and offer acceptance rates.
• Create and maintain a recruitment dashboard; ensure 100% team participation in weekly metric updates.
• Contribute to fostering a positive and inclusive work culture that enhances team engagement, retention, and shared ownership of hiring success.