Tech Talent Acquisition Partner

Role & Responsibilities

• Manage the end-to-end recruiting cycle, from research to offer negotiation. 
• Partner with Hiring Managers to understand team structures, talent needs and market trends.  
• Drive alignment across functions on role requirements and contribute to job specifications that reflect both immediate priorities and long-term talent needs. 
• Build and maintain engaged, high-quality talent pipelines to ensure readiness for upcoming hiring needs.  
• Research and mapping of contact channels dedicated to the world of software programming, conventional and not, both national and foreign 
• Partner with our Local HRBP  
• Source top talent using a multi-channel approach, conduct screening interviews, and deliver a tailored ZURU pitch that resonates with passive candidates. 
• Guide candidates and hiring teams through every stage of the hiring process, ensuring consistent and effective use of ZURU’s hiring framework. 
• Collaborate with ZURU’s Talent Sourcing team to drive future pipeline building and market mapping. 
• Train new Hiring Managers and interview panel members to our hiring framework and upskill interview and decision-making capabilities across teams. 
• Use data and insights to shape hiring strategy, influence role design, and inform decision-making. Report key recruitment KPIs back to ZURU’s Talent CoE. 
• Lead or contribute to global TA initiatives that enhance tools, processes and operational excellence across the function. 
• Support for the management of recruiting and team building events among Universities or Hub or Scientific Institutions 
• Support for Employer Branding and corporate communication from a Talent Attraction perspective 

Skills & Experience

• 4+ years of Talent Acquisition experience, ideally in tech companies 
• Bachelor or Master in Human Resources, Recruiting or Digital HR 
• Deep expertise in passive candidate sourcing and engagement, including advanced LinkedIn Recruiter skills. 
• Proven ability to craft compelling pitches and influence top talent to consider career moves. 
• Strong relationship builder and confident communicator who can influence across all levels of the business. 
• Data-fluent and outcome-driven, with comfort using ATS tools and recruitment analytics to drive decisions and performance. 
• Highly organised, resourceful and solutions-oriented. Able to juggle multiple priorities without compromising on quality. 
• A collaborative team player who brings energy, urgency and a high quality bar to everything you do. 
• Excellent knowledge of written and spoken English 

Hiring Process

• Our hiring process consists of three steps:
• Interview with HRBP (45 minutes): In this initial conversation, we will explore key aspects such as motivation, requirements, and overall fit for the role. This step serves as a 360-degree assessment, covering cultural alignment, motivation, and technical compatibility. It’s also an opportunity for you to learn more about our company, its culture, history, team, and the expectations for the role.
• Interview with HR Lead (1 hour): You will meet with our HR Lead for a deep dive into the technical aspects of the role and your background. This is where we assess even more your expertise and problem-solving skills in detail.
• Final Interview with the International TA Manager (1 hour, in English): The final step is a discussion with the global TA Manager. This interview will be conducted in English and will focus on aligning expectations on a broader scale.


We believe that a hiring process should always be a two-way conversation. While we assess your fit for the role, it is just as important for you to evaluate us. This is your opportunity to ask any questions and gain all the insights you need to make an informed decision about joining our team.