Talent Acquisition Specialist

Nofence is a Norwegian scale up who has built the world’s first virtual fencing solution for livestock. As we aim to revolutionize livestock management we will need top-notch competence in our People team, and we are now looking for a Talent Acquisition Specialist. Elevate your career with us and be at the forefront of innovation in agricultural technology!

Nofence is an approximately 100-person, post-Series B scale-up redefining how the world manages livestock, with commercial operations across six countries. We are growing fast, and the quality of every hire matters.

Hiring at Nofence has been a genuine team effort with managers taking the lead on searches, supported by the People team. That has served us well, and we've built solid foundations. What we need now is dedicated Talent Acquisition expertise to take things further: sharper process, more consistent standards, and a specialist who can both coach our hiring managers and run searches themselves.

You will lead how Nofence recruits globally: the framework, the process, the tools, and the standards. And you will get your hands dirty running full-cycle searches yourself.

This is a role for someone who is equally comfortable designing an interview process, getting the most out of a recruiting system, and filling a commercial role in a market they have never recruited in before. Someone who sees the Applicant Tracking System as infrastructure, not admin, and takes initiative to improve how it's configured, adopted, and used. Someone who can walk into a room with a hiring manager, and earn their trust through judgment, data, and delivery.

You will work closely with hiring managers across the business, sit within the People team, and report to the VP of People.

The Talent Acquisition framework globally

You'll build and drive how Nofence recruits: intake process, assessment approach, structured interview frameworks, hiring manager guidance, and how we use our Applicant Tracking System as our system of record. These standards apply across all geographies.

This means taking something that today sits largely with individual managers and shaping it into something consistent, fair, and scalable, without creating bureaucracy or slowing us down. Governance here is a change management challenge as much as it is a design one.

Full-cycle recruiting

You will run searches end-to-end from role scoping and sourcing strategy through to screening, assessment, offer management, and onboarding handoff. Roles will span engineering, commercial, and operations. You will manage multiple searches at once, across different countries and function types.

Multi-geography sourcing and market intelligence

You will develop sourcing approaches tailored to each role and market. For hard-to-fill or new-country searches, you'll know when to bring in agency partners and how to brief and hold them accountable. You willl build a working understanding of talent availability, compensation norms, and candidate expectations across the markets Nofence operates in.

Hiring manager partnership

You will work directly with hiring managers across the business, helping them define what they actually need, advising on role scope and level, and pushing back when a hire may not be the right answer.

Candidate experience and employer brand

Whether someone joins us or not, they leave the process knowing who Nofence is and what we stand for. You will ensure every touchpoint from first outreach to offer is timely, honest, and reflects our values. You will drive candidate communication proactively, not reactively. A strong candidate experience is one of the most effective employer branding tools we have, especially as we enter new markets.

Tool governance and Talent Acquisition data

You will lead how our Applicant Tracking System is actually used across the business, not just technically, but behaviourally. Consistent use is what makes our data trustworthy, our process compliant with the General Data Protection Regulation, and our reporting meaningful. You will track what matters: time-to-fill, funnel conversion, offer acceptance, source effectiveness and use those insights to improve how we hire, not just to report backwards.

We are a small team that genuinely supports each other across projects, across priorities, and wherever the need arises. As we grow, new tasks and responsibilities will emerge, and we expect everyone to lean in as the work evolves.

• Three or more years of experience running full-cycle recruiting independently, across multiple role types simultaneously.

• Demonstrated experience helping hiring managers hire better without removing them from the process.

• Solid sourcing capability.

• Experience recruiting across more than one country, including hard-to-fill or specialist roles.

• Comfortable advising and influencing hiring managers, including on whether to hire at all, how to scope a role, or what level makes sense. You push back with data and conviction, not just instinct.

• Working knowledge of the General Data Protection Regulation and Artificial Intelligence tools as they apply to recruitment, including candidate data, system governance, and fair hiring practices.

• Analytical fluency. You can build a simple recruiting dashboard, interpret funnel data, and draw useful conclusions from it.

• Curiosity about how Artificial Intelligence tools are changing recruiting and genuine openness to evolving how you work as the tooling matures.

• Fluent English required. Norwegian a strong plus. Additional European languages welcome.
  

Managing livestock has always been a challenge. Humanity has tried everything from herding with dogs to walling the animals in with barbed wire, electric, and wooden fences, but these are costly and time-consuming solutions and often in conflict with the local wildlife. It has also left vast areas of potential pasture overgrown and underutilized.
Until now.
Enter virtual fences.
What started as a small group of farmers and engineers with a big idea has become Nofence – the world’s first virtual fencing solution for livestock. Curious about how it works? Find out more here.

Are you ready to change pasture? Just like the soil needs a balanced diversity of nutrients to thrive, a company needs a diversity of hearts and minds. We are an equal opportunity employer!
Please submit your application directly through this portal. In line with applicable data protection regulations and our data protection practices, we are unable to accept or process applications received by email applying through the portal also ensures your personal data is handled securely. We review applications on a rolling basis and look forward to hearing from you!