Talent Acquisition Manager

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