Talent Acquisition Lead

We're growing fast, and we need someone to lead the way we hire!

At bsport we empower the Wellness Industry with an all-in-one platform that combines boutique fitness and advanced technology. Our platform enables our partners to manage their bookings, payroll, marketing and more, to streamline operations and boost their commercial success.
Join bsport at one of the most exciting stages of its journey: backed by €30 million in funding, the company is accelerating its international expansion and redefining the future of fitness and wellness tech.

We're looking for a Talent Acquisition Lead to run our recruitment engine and build a more predictable, rigorous and high-performing hiring function.

You'll lead a team of three recruiters across GTM, Generalist and Tech hiring, creating the structure, coaching and performance discipline needed to consistently deliver against our hiring plan.

This is a hands-on management role. You'll improve how we source and assess candidates, give leadership clear visibility on hiring performance and risks, and personally step into critical management and leadership searches when needed.

Team management & performance

• Lead, coach and develop our team of three recruiters, setting clear KPIs, career growth paths, and holding the team accountable for hiring outcomes.

• Build regular rituals around recruiter performance, pipeline health, sourcing and hiring targets.

• Identify performance gaps early and coach or intervene where needed.

Hiring plan, data & reporting

• Translate agreed hiring plans into clear recruitment activity and sourcing strategies.

• Give leadership visibility on hires vs. target, pipeline health, forecast, risks and blockers.

• Use conversion, sourcing and ATS data to identify problems early and drive corrective action.

Sourcing & Tech recruitment

• Build greater sourcing rigour across the team, defining the right mix of outbound, inbound, referrals and agencies by role.

• Strengthen our ability to attract and identify high-quality technical talent and improve Tech pipeline performance.

• Reduce unnecessary agency dependency by building stronger internal sourcing capability.

Process & hiring quality

• Build structured role intakes, clear hiring bars, scorecards and consistent assessment processes.

• Coach hiring managers to improve interview and decision quality.

• Continuously improve our ATS, recruitment processes and use of AI/automation.

• Use hiring outcomes and early retention to continuously raise our quality of hire.

Stakeholder & hiring-manager partnership

• Partner directly with hiring managers and senior leaders to solve hiring challenges and deliver against their plans.

• Challenge unrealistic requirements, slow processes or inconsistent decision-making using data and market insight, not hierarchy.

• Train and hold hiring managers accountable for their part in delivering a strong recruitment process.

Critical hiring & external partners

• Personally lead critical management, leadership and VP-level searches when required.

• Manage agencies, RPOs and other recruitment partners, including performance and commercial negotiations.

• Manage the execution of our employer-brand strategy with our external agency and relevant internal stakeholders.

• A proven track record leading recruiters and improving recruitment performance through KPIs, pipeline data and coaching.

• Experience recruiting in a mid-sized SaaS or similarly fast-moving technology environment.

• Strong direct experience in technical recruitment, including Engineering and related talent markets.

• Evidence of building and improving recruitment processes — particularly sourcing, intake, assessment and hiring-manager capability.

• Strong command of recruitment metrics and the ability to turn data into actions, forecasts and clear communication for leadership.

• Confidence managing senior stakeholders and challenging constructively when hiring is off track.

• The ability to personally manage critical or senior searches when the business needs you.

• A results-oriented, accountable and hands-on management style.

• Professional fluency in English; Spanish and/or French is a plus.
  

You'll lead a team of three recruiters across GTM, Generalist and Tech hiring. They're a collaborative team with strong knowledge of bsport, and we're looking for a manager who can help them reach the next level — bringing clearer goals, strong coaching, greater sourcing discipline and a consistent, data-driven approach to recruitment performance.

🌅 Vibrant office in Passatge Gracia, Barcelona with free drinks and snacks.
💻 Hybrid working model: 1 remote day per week, plus 15 extra remote days per year.
🐼 Health insurance with Alan, fully covered by the company.
🤸‍♀️ Negociated gym deal with Wellhub: get access to a wide range of gyms, studios, and wellbeing apps.
💳 Flexible remuneration with Alan, to optimise part of your salary in a tax-efficient way.
🌍 A diverse, collaborative workplace - join an international team!
⛱️ Summer Fridays: Enjoy your Friday afternoons all August, with a half-day schedule.
🛏️ Feel supported with paid sick leave, because your health always comes first.

• Intro call (45 min) with Charlotte, Talent Acquisition — experience, key skills, motivations, and what matters most to you in your career.

• Business Case (1 hour) live exercise with Claire and a business stakeholder (VP Engineering or CPO), based on a real bsport scenario. This is where we dig into strategic thinking and stakeholder influence.

• Team interview on- site (45 min) with Daria & Franco — current challenges and the reality of the role.

• Final interview with Zakaria (30 min), our CEO, focused on performance, metrics, and how you approach leadership at scale.
  

We believe diversity makes us stronger and are committed to creating an inclusive workplace where everyone can do their best work.

If you require accommodations during the application or interview process, please inform us.

See you 👋🏼