Talent Acquisition Partner
We're looking for a Senior Talent Acquisition Partner who operates as a true business partner to hiring managers, not a service desk. Someone who owns the entire hiring outcome — from shaping what "great" looks like for a role, to closing the candidate, to making sure the process itself gets better every single time.
Partner, don't just execute. You'll work closely with hiring managers to shape role briefs, challenge assumptions, and make sure searches are set up to succeed before they start.
Own candidate experience end-to-end. Every touchpoint a candidate has with Finom reflects how we operate. You'll design and protect that experience , from first outreach to offer to rejection. You care about the people who don't get the job just as much as the ones who do.
Make our systems smarter. We run on Lever. You'll support us on how we use it pipeline hygiene, reporting, automation, workflow design. If something's inefficient, you fix it. If a report doesn't exist, you get to build it. You treat the ATS as a product, not just a tool.
Use AI where it actually helps. You're not intimidated by AI , you're already using it. Whether that's AI-assisted sourcing, screening, market mapping, or candidate communication, you look for leverage. You can tell the difference between an AI tool that saves real time and one that just adds noise.
Raise the bar on how we hire. You'll coach hiring managers on structured interviewing, calibrate scorecards, flag process breakdowns early, and make sure every hire is defensible. You care about hiring quality , not just time-to-fill.
Improve continuously. You track what matters (time-to-hire, pipeline conversion, source effectiveness, candidate NPS, offer acceptance rate) and use the data to make the next search better than the last one. You bring proposals, not just observations.
- 5+ years in talent acquisition, with meaningful time spent in high-growth tech or fintech environments. You've hired across functions — engineering, product, commercial — and you know how the conversations differ.
- A business partner mindset. You've influenced hiring decisions beyond just presenting candidates. You know when a brief needs challenging and you do it constructively. Hiring managers come back to you because your advice is grounded in market reality and data.
- Deep ATS fluency. You've owned or significantly improved how an ATS is used at a company level , ideally Lever, but comparable platforms count. You think in workflows, data integrity, and reporting.
- AI literacy. You actively use AI tools in your recruiting workflow and can articulate what works, what doesn't, and what's coming. You're not waiting for someone to train you on this.
- Candidate experience conviction. You can describe your philosophy on candidate experience and point to specific things you've built or changed because of it.
- Stakeholder backbone. You know how to have hard conversations with hiring managers — about timelines, about quality bars, about bias in process. You do it with respect, but you do it.
- Fluent English. Additional European languages are a plus given our multi-market footprint.
