Global Talent Acquisition Manager, YOOBIC

• 7+ years’ full-cycle (360) recruitment experience, in-house and/or agency, ideally including senior or hard to fill hires in GTM functions
• Proven track record of consistently hitting recruitment KPIs (time-to-fill, sourcing mix, offer-acceptance, candidate experience scores) in a previous role
• Direct, hands-on sourcing skill, comfortable building pipelines from scratch
• Hands on experience with AI-powered or AI-assisted sourcing, screening or candidate-engagement tools and a track record of testing new sourcing technology and adopting what measurably works
• Experience recruiting across more than one country/territory, with an understanding of how process, expectations and compliance vary by market
• Confident, consultative stakeholder management, able to influence and challenge hiring managers and senior leaders
• Comfortable working with data: able to build, read and act on recruitment funnel and conversion metrics, including AI-generated dashboards and insights
• Excellent written and verbal communication skills in English
• Metrics-driven mindset: treats KPIs as the primary measure of success, not activity or busyness
• Sourcing mentality: genuinely enjoys and excels at proactive, creative, technology-enabled candidate generation
• AI fluency: confidently evaluates, adopts and role-models responsible use of AI-enabled sourcing, screening and content tools
• Stakeholder gravitas: credible and persuasive with hiring managers and senior leadership
• Candidate centric: instinctively protects and improves the candidate experience, even under pressure
• Resilience & organisation: manages a high volume, multi region requisition load while maintaning quality
• Continuous improvement: proactively identifies and fixes process or pipeline bottlenecks using data, and stays current on innovative sourcing and AI practice

Desirable

• Yoobic hires across four core hubs, London, Paris, New York and Tel Aviv, as well as into a growing number of additional territories worldwide
• The Talent Acquisition Manager owns full-cycle (“360”) recruitment for a defined portion of this global employee base: from workforce and role intake through sourcing, candidate experience, interview process management, offer and close, all the way to a clean handover into onboarding
• This is a standalone role which is built around clear, quantifiable KPIs across four pillars: candidate attraction, sourcing, candidate experience and hiring outcomes
• Success is measured on performance against those metrics, not on activity alone
• The successful person will be as comfortable building AI-enabled sourcing strategies and pipelines for a hard-to-fill role as they are presenting hiring data and trends back to senior stakeholders
• They will act as the go-to voice on innovative, talent acquisition practice within the wider People function, continually testing new sourcing technology and AI tooling and sharing what works
• Full-Cycle (360°) Recruitment Delivery:
• Own the end-to-end recruitment lifecycle for allocated requisitions across multiple hubs and territories: intake briefing, sourcing strategy, screening, interview process design, offer management and close
• Act as the single point of accountability for each requisition, ensuring roles progress on-plan from opening to start date
• Manage a concurrent portfolio of open roles across different functions, primarily GTM, seniority levels and geographies at any given time
• Partner with hiring managers to build robust, bias aware interview processes and scorecards before a role goes live
• Act as a subject matter expert on modern recruitment practice, including AI enabled tools and workflows for hiring managers and the wider People team
• Sourcing & Talent Pipelining:
• Proactively source passive and active candidates via LinkedIn Recruiter, Boolean/X-ray search, AI-powered sourcing platforms, talent communities, referrals and market mapping
• Build and maintain talent pools/pipelines for recurring or hard-to-fill roles across each hub
• Design and execute role specific sourcing strategies, adapting channel mix by seniority, function and local market conditions
• Continuously test and optimise sourcing channels based on conversion data (cost, speed, quality) rather than habit
• Candidate Experience Ownership:
• Act as the candidate’s primary point of contact, ensuring timely, transparent and respectful communication at every stage of the process
• Set and manage candidate expectations on process, timelines, preparation and next steps; chase hiring managers for fast, quality interview feedback
• Run structured candidate feedback and use the results to identify and fix experience gaps
• Ensure every candidate, hired or not, leaves the process with a positive impression of Yoobic as an employer
• Stakeholder & Hiring Manager Partnership:
• Build trusted, consultative relationships with hiring managers and senior leaders across regions, challenging where needed on role scope, market realities or process bottlenecks
• Provide regular, data backed updates on requisition status, pipeline health and market/salary insights
• Represent Talent Acquisition in workforce planning conversations for owned client groups alongside the wider People Team
• Employer Branding & Market Presence:
• Champion Yoobic’s employer brand across each hub, tailoring messaging to local market and cultural context
• Contribute to job advertising content, careers page presence and social/talent-community activity
• Represent Yoobic at relevant meetups, talent events or communities to build external network and brand visibility
• Data, Reporting & Continuous Improvement:
• Maintain rigorous, real time ATS hygiene: every candidate status, source and stage accurately logged
• Track and report personal recruitment metrics against target on a weekly/monthly basis, using AI powered dashboards for efficiency to highlight and flag risk early
• Use funnel and conversion data to identify bottlenecks and continuously improve time to fill, sourcing mix and candidate experience
• Contribute to wider TA process, tooling and employer brand improvement initiatives, including evaluation of new AI and sourcing technology
• Global & Cross-Territory Recruitment:
• Recruit compliantly and sensitively across multiple legal jurisdictions, adapting approach to local employment norms, working patterns and candidate expectations
• Coordinate with local HR/People teams and, where used, external partners on right-to-work checks, contracts and market-specific compensation benchmarking
• Manage time zone spread across EMEA, US and other hiring territories, planning interview logistics accordingly

• We usually respond within a week