Tech Talent Acquisition Manager, Bigblue

• Constraints: Fluent in English and in French
• 3+ years of experience in Talent Acquisition, including significant ownership of technical roles in a fast-paced tech, startup, scale-up, or high-growth environment
• Strong full-cycle recruiting experience, from intake and sourcing to stakeholder management, assessment, offer preparation, and closing
• Proven ability to source and engage technical talent through direct sourcing, market mapping, Boolean search, LinkedIn Recruiter, referrals, and creative outreach
• Strong understanding of technical profiles such as Software Engineering, Product, Data, Infrastructure, Security, or technical leadership, with the ability to credibly represent the opportunity to candidates
• Excellent stakeholder management skills: you know how to run efficient intake meetings, clarify decision ownership, push for feedback, and escalate risks with options
• Structured assessment mindset: you can build scorecards, calibrate interviewers, separate must-haves from nice-to-haves, and make hiring decisions more evidence-based
• Data-driven and operationally rigorous: you track funnel health, identify bottlenecks, and improve processes without lowering the hiring bar
• Strong communication skills in English, both written and spoken, with the ability to create clear candidate pitches, stakeholder updates, and hiring documentation

Desirable

• We’re hiring a Tech Talent Acquisition Manager to help Bigblue attract, assess, and close the technical talent we need to scale our product and engineering teams across Europe
• In the next 6 months, this person will own a portfolio of high-priority tech roles end-to-end, strengthen our technical hiring playbooks, and raise the quality and speed of our recruiting process
• Own end-to-end recruitment for a portfolio of technical roles, from role intake and sourcing strategy to interviews, offer management, and closing
• Partner with Engineering, Product, Data, and leadership stakeholders to clarify the hiring need, define must-haves vs. nice-to-haves, align on level expectations, and build robust interview plans
• Build and activate high-quality sourcing strategies for technical profiles, including target company mapping, direct sourcing, talent pools, referrals, and tailored outreach
• Run structured TA screens that assess motivation, technical trajectory, level fit, communication, and alignment with Bigblue’s culture and ways of working
• Keep hiring processes moving with strong stakeholder cadence: weekly funnel reviews, clear next steps, feedback follow-up, decision clarity, and timely escalation of risks
• Improve assessment quality for recurring technical roles by building scorecards, calibration materials, question banks, and interviewer guidance
• Use data and feedback loops to diagnose funnel issues, including response rate, pass-through rate, time-in-stage, candidate drop-off, offer risks, and quality signals
• Lead strong pre-closing and closing conversations by understanding candidate motivations early, anticipating objections, and equipping Hiring Managers with clear pitch points and closing plans
• What Success Looks Like (30/90 Days)
• 📌 30 Days
• Build a clear understanding of Bigblue’s business model, tech organization, product, engineering culture, and current technical hiring priorities
• Take ownership of the active technical hiring portfolio, with a clear view of role priorities, hiring managers, target profiles, interview steps, salary/leveling constraints, and key risks
• Run structured intake meetings for each role and document clear success profiles, must-haves, sourcing targets, scorecards, and process SLAs
• 📌 90 Days
• Deliver a consistent pipeline of qualified technical candidates for priority roles and maintain strong process momentum with candidates and stakeholders
• Improve at least one recurring technical hiring process by refining the scorecard, interview plan, sourcing strategy, or candidate pitch based on data and feedback
• Establish a trusted partnership with Hiring Managers, with clear weekly updates, proactive risk management, and evidence-based recommendations on trade-offs

• TA screen (30 min)
• Hiring Manager deep-dive (60 min)
• Case study (60 min)
• On-site interviews
• Reference checks