Mid-level Talent Acquisition Manager
Startup
Our client is a rapidly scaling tech company (B2B SaaS / mobility) with European roots and global ambitions. Recently merged, newly energized, and growing fast, we’re building a team of high-impact operators who want to do more than just “fill roles.”
- True mid-level: you’ve also hired for very senior-level roles, ideally across commercial, ops or hybrid functions
- Hands-on sourcing experience: You know how to find top talent that doesn’t apply
- Process builder: Not afraid to get into the weeds of ATS setup, interview structure, pipeline reporting
- Strong business acumen: You embed yourself in what the team actually does, not just job titles
- Resilient & direct: You stay clear-headed under pressure, communicate clearly, and move fast
- A doer mindset: You enjoy executing, not just talking strategy, you get things done
- Coachable, pragmatic, humble: You’re open to feedback and care more about impact than ego
- Fluent in English (must-have) & French is a really strong plus (not mandatory)
This position sits at the heart of the business, Talent Acquisition isn’t a support function here, it’s a strategic lever
𝗬𝗼𝘂𝗿 𝗠𝗶𝘀𝘀𝗶𝗼𝗻:
Your primary focus will be sourcing and hiring for revenue and customer teams, including leadership roles, hands-on and end-to-end. You’ll also help shape people & culture projects as they grow and evolve.
𝗖𝗼𝗿𝗲 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀 (𝗣𝗿𝗶𝗺𝗮𝗿𝘆 𝗙𝗼𝗰𝘂𝘀):
- Build and own talent pipelines for go-to-market and customer-facing roles (AE, SDR, Customer Success, Marketing, etc.)
- Run sourcing campaigns from scratch using a mix of tools, outreach tactics, and talent intelligence
- Lead structured, skills-based interviews, aligned with business needs and team values
- Guide and coach hiring managers on hiring processes, interview calibration, and candidate assessment
- Improve processes: TA workflows, interview structure, candidate experience, data tracking
- See how you can use AI in the hiring process to improve productivity and reduce manual repetitive tasks
- Partner with People & Culture teams on evolving the employer brand, onboarding, and retention experience
𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 & 𝗖𝗿𝗼𝘀𝘀-𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻𝗮𝗹 𝗜𝗺𝗽𝗮𝗰𝘁 (𝗦𝗲𝗰𝗼𝗻𝗱𝗮𝗿𝘆 𝗙𝗼𝗰𝘂𝘀):-
Drive D&I initiatives and diversify hiring pipelines (strategy + execution)
- Collaborate on internal mobility strategy: rethinking how we hire across teams and geographies
- Contribute to org-wide projects: e.g. salary benchmarking, org design support, leveling
- Explore how AI tools can be meaningfully embedded into TA/HR workflows
- Work across functions: with Finance, Product, Ops and HR to bring holistic thinking to talent needs
• Ownership: You’ll have real say and influence over the full TA strategy and execution
• Impact: You’ll help shape a growing company’s team DNA
• Speed: No endless HR bureaucracy, they value agility over red tape
• Growth: You’ll have budget and support for personal & professional development
• Culture: Open-minded, business-embedded People team with strong executive support
• Perks: 30 vacation days, 12 weeks workation, flexible hybrid work, wellness budget, dog-friendly office
🔍 Hiring Process
- Step 1: Introductory interview with Mathieu Ritter (External Talent Partner)
- Step 2: Deep-dive conversation with their Talent Acquisition Director
- Step 3: Case Study — a real-life challenge (remote or on-site):
- “Here’s a problem we’re facing — how would you approach it?”
📩 𝗥𝗲𝗮𝗱𝘆 𝘁𝗼 𝗮𝗽𝗽𝗹𝘆?Send your CV to mathieu@undiscovered-talent.com with "MidTABerlin03" as subject line + a short note outlining: • A hiring win you’re proud of • One way you’d improve a broken TA process • Your go-to method for finding hard-to-reach talent