Talent Acquisition Partner, Coverflex

• 3+ years of experience owning recruitment processes in a startup, scale-up, SaaS, tech or similarly fast-moving environment
• Hands-on experience managing full cycle recruitment, from intake and sourcing through interviews, offers and close
• Experience hiring Go To Market or commercial profiles, such as Sales, Customer Success, Marketing or similar roles
• Strong proactive sourcing skills and the ability to build candidate pipelines beyond inbound applications
• Ability to manage several searches simultaneously and make sensible prioritisation decisions
• Confidence in partnering with Hiring Managers, including challenging requirements or expectations when the evidence points elsewhere
• Comfortable using recruiting data and funnel metrics to understand what is and isn’t working
• Strong candidate communication and attention to candidate experience
• Fluency in English, written and spoken

Desirable

• Hiring at a scale-up is a business problem, not an admin one
• You’ll own hiring across different areas of Coverflex, with a particular focus on go-to-market roles, helping us find and close the people we need while keeping the bar high as we scale
• Your mission is to turn hiring priorities into strong hires, owning the process from intake and sourcing through assessment, offer and close
• Taken full ownership of your roles and built credible pipelines without depending only on inbound applications
• Built strong working relationships with Hiring Managers and can confidently calibrate profiles, challenge assumptions and unblock searches
• Established a clear operating rhythm around pipelines, feedback, candidate communication and hiring data
• Closed your first hires while maintaining a high bar for quality and candidate experience
• Let’s be real: recruiting in a scale-up means the target sometimes moves while you’re already running towards it
• You’ll manage several roles at once, with different levels of urgency, seniority and complexity
• Some searches will require real outbound work. Posting a role and waiting will not be enough
• Hiring Managers will not always have the perfect brief on day one. You’ll need to help turn fuzzy requirements into something the market can actually deliver
• Priorities can change quickly, so you’ll need to know when to push, when to reset expectations and where your time creates the most value
• You’ll have support, but you’ll also have significant ownership. We’re looking for someone who can keep hiring moving without needing someone else to organise the work for them

• CV / LinkedIn Screen: Signal check vs must-haves
• Done by People
• You’ll hear from us within 10 business days. 2. Hiring Manager Interview: You + the role
• 60 min A structured conversation covering your experience, how you think about hiring, the decisions you’ve made, and how you work with stakeholders. We’ll look at both role-specific expertise and who you are. 3. Team Chat: Meet the People team
• 60 min A conversation with the team you’d be joining. We’ll explore how you collaborate, communicate and work through real hiring challenges together, while giving you a clearer picture of how the team operates day to day. 4. Your Turn: Choose who you’d like to meet
• 30 min You’ll choose someone from Coverflex you’d like to meet, based on what you still want to understand about the role, the company or how we work. 5. Final Conversation (CEO): Values, strategy, and growth
• 30 min A final conversation with our CEO about Coverflex, where we’re heading, and what the next chapter looks like