Key Responsibilities

Talent Acquisition
Manage the full recruitment life cycle for IT/technology roles (software engineering, DevOps, cloud, cybersecurity, data, product, QA, etc.).
Build and execute sourcing strategies tailored to multiple European markets.
Leverage advanced sourcing channels: LinkedIn Recruiter, GitHub, StackOverflow, Boolean search, talent communities, referrals, and passive-candidate outreach.
Screen, assess, and shortlist technical candidates using structured interviews and competency frameworks.
Coordinate and manage interview processes, ensuring alignment with hiring managers and timely feedback loops.

Market Expertise
Maintain solid knowledge of local labor laws, recruitment norms, and market insights across Europe (e.g., DACH, Benelux, Nordics, Eastern Europe, Southern Europe).
Provide data-driven insights on salary benchmarking, hiring trends, and talent availability.
Advise leaders on best hiring practices for each region.

Stakeholder & Process Management




Act as a trusted Talent Partner to senior management and technical leadership.
Drive hiring strategy meetings and support workforce planning.
Improve recruitment processes, implement best practices, and ensure a seamless candidate experience.
Collaborate closely with HR, People Ops, and onboarding teams across global locations.

Employer Branding
Represent the company at career fairs, meetups, and tech events across Europe.
Support employer-branding initiatives, including targeted outreach campaigns and social media presence.
Build long-term relationships with universities, tech communities, and skilled organisations.

Required Qualifications
1- 6 years of full-cycle technical recruitment experience, with at least 3 years of hiring across multiple European countries.
Strong understanding of European tech ecosystems and cross-country hiring nuances.
Proven success in sourcing and closing senior technical candidates.
Experience working in quick

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