Jobs at Trading 212

The Senior Risk Manager embeds and oversees the organisation’s risk management framework, including RCSAs, control testing, thematic reviews, risk registers, risk events, liquidity and market risk, ICARA, risk appetite, governance reporting, and emerging-risk assessments. The role provides second-line challenge to trading activities, new products, strategic initiatives, and regulatory changes while supporting remediation, operational resilience, and a strong risk culture.

Own full-cycle technical recruiting across backend, frontend, and DevOps roles, from defining profiles and sourcing candidates through qualification, stakeholder management, and offer acceptance. Build proactive pipelines for difficult searches, assess candidate relevance, provide evidence-based hiring guidance, track results, improve recruitment processes, and close challenging offers. The remote role supports hiring across Bulgaria, Poland, Romania, and Spain while helping shape the company’s technical recruitment function.

Communicate with international clients in English and Bulgarian through chat and email, review and verify onboarding documents, validate client data, conduct customer due diligence and risk assessments, and relay client feedback. The role operates on a 24/7 shift schedule and includes comprehensive training and ongoing professional development.

Review, draft, and negotiate commercial contracts including vendor, intra-group, NDA, and partnership agreements. Manage contract lifecycles, renewals, and terminations while coordinating with internal stakeholders across multiple jurisdictions. Ensure contracting processes comply with applicable laws, internal policies, procedures, and governance standards. The role requires strong legal training, contract law expertise, attention to detail, and fluency in Bulgarian and English.

Owns full-cycle recruiting across business functions including sales, marketing, finance, operations, compliance, risk, and HR. Responsibilities include defining searches, direct sourcing, pipeline development, candidate assessment, stakeholder management, offer negotiation, and improving hiring strategies and processes using data and evidence.

Owns full-cycle recruiting for Product Owners and Product Managers, from intake and market mapping through direct sourcing, candidate assessment, stakeholder management, and offer acceptance. Builds proactive talent pipelines, evaluates product hiring needs, tracks hiring outcomes, challenges decisions with evidence, improves recruitment processes, and recovers difficult searches.

Support and grow the German-language social channels by creating and scheduling platform-native posts and short-form videos, coordinating Legal/Compliance content approvals, analyzing trends and competitors, improving engagement and audience growth, and contributing ideas for organic campaigns.

Manage end-to-end procurement requests, including sourcing, RFQs/RFPs, vendor comparisons, purchase orders, contract renewals, and supplier performance tracking. Support commercial negotiations, maintain vendor and contract registers, monitor spend and procurement KPIs, identify cost savings, and collaborate with Finance, Legal, IT, and business stakeholders. The role requires strong procurement, vendor management, analytical, negotiation, and organizational skills.

Provides independent second-line oversight and challenge across liquidity, market, and counterparty credit risk at an FCA-regulated investment firm. Owns financial risk monitoring, stress testing, risk appetite measures, ICARA input, liquidity and capital adequacy challenge, Wind-Down Plan oversight, thematic reviews, and Board-level reporting. Partners with Treasury, Trading, and Finance to assess exposures, strengthen controls, and support recovery and resolution planning.

Build and scale Talent Operations infrastructure, including ATS and recruiting tools, workflow processes, automation, dashboards, reporting, and data quality. Analyze recruiting funnels, hiring velocity, bottlenecks, and recruiter performance while improving the candidate journey. Partner with Talent, hiring managers, People, and other teams to implement scalable hiring initiatives, manage multiple workstreams, prioritize independently, and turn ambiguity into practical operational solutions.

Build and scale recruiting operations by managing the ATS and recruiting infrastructure, improving workflows, automating repetitive work, developing hiring dashboards, maintaining accurate recruiting data, and supporting scalable hiring initiatives. The role partners with Talent, hiring managers, and People teams while independently prioritizing ambiguous workstreams and improving the candidate experience.

Build and scale recruiting operations by owning ATS infrastructure, mapping workflows, improving processes, automating repetitive work, and creating dashboards for hiring performance. The role ensures accurate recruiting data, supports scalable hiring initiatives, improves the candidate journey, and coordinates work across Talent, hiring managers, and People teams. It suits an early-career professional comfortable with ambiguity, analytical problem-solving, independent project ownership, prioritization, and stakeholder communication.

Build and scale Talent Operations infrastructure by managing recruiting systems, mapping workflows, improving processes, automating repetitive work, and developing dashboards for hiring performance. Ensure recruiting data quality, operationalize hiring initiatives, improve the candidate journey, and coordinate with Talent, hiring managers, and People teams. The role requires independent prioritization and practical problem-solving in an ambiguous, fast-moving environment.

Own full-cycle hiring for Product Owners and Product Managers, from defining profiles and sourcing candidates to assessment, stakeholder management, and offer acceptance. Build proactive product-talent pipelines, evaluate product experience and impact, track hiring outcomes, recover difficult searches, challenge decisions with evidence, improve recruitment processes, and partner directly with senior leaders. The role also offers broader hiring responsibility as the Talent Acquisition function develops.

Own quality assurance across multiple software projects, participate in design and requirements reviews, lead automation testing, and execute database, integration, functional, API, and UI/UX tests. Analyze results, recommend process improvements, maintain automation frameworks, and mentor junior colleagues within agile teams. The role requires strong programming, testing methodology, automation framework, API testing, database, analytical, and communication skills.

Build sourcing capability for business hiring by mapping talent markets, conducting direct and Boolean searches, writing personalized outreach, qualifying candidate interest and fit, and handing candidates to recruiters. Track response, positive-response, screening, and downstream conversion data to refine targeting and messaging. The role partners with recruiters and decision-makers, establishes sourcing practices, and may develop into broader or full-cycle recruiting responsibility.

Build sourcing capability for business hiring by mapping talent markets, conducting direct searches, creating personalized outreach, qualifying candidate interest and fit, and handing candidates to recruiters. Analyze response and conversion data to improve search strategies and messaging. The role requires independently developing pipelines for difficult positions, maintaining disciplined follow-up, and challenging weak search assumptions while partnering with recruiters and hiring decision-makers.

Owns full-cycle hiring for Product Owners and Product Managers, from defining profiles and sourcing talent through assessment, stakeholder management, and offer acceptance. The recruiter will build proactive product-talent pipelines, evaluate product experience and impact, use hiring data to improve search strategies and processes, recover difficult searches, challenge decisions with evidence, and partner directly with senior leaders. This is a remote role based in Bulgaria, Poland, Romania, or Spain.

Own full-cycle hiring for Product Owners and Product Managers, from profile definition and direct sourcing through assessment, stakeholder management, and offer acceptance. Build proactive product-talent pipelines, evaluate product impact and judgment, use hiring data to improve search strategies and processes, challenge decisions with evidence, recover difficult searches, and close challenging offers. The role partners with senior decision-makers and helps shape a developing Talent Acquisition function.

Own QA for multiple software projects, participate in design and requirements reviews, lead automated testing, and develop testing frameworks and scripts. Plan and execute database, integration, functional, and UI/UX testing; analyze results; recommend process improvements; and mentor junior colleagues within agile, autonomous teams.