Tech Talent Acquisition Manager

📌 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.

✅ Must-Have

• 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.

⭐ Nice-to-Have

• Experience recruiting for a B2B SaaS, logistics, marketplace, infrastructure, or developer/product-led environment.
• Experience hiring across several European markets, especially France, the UK, Spain, or Germany.
• Experience improving interviewer training, scorecards, referral programs, employer branding, or technical recruiting operations.
• Comfortable using Lever or a similar ATS, and able to maintain excellent funnel hygiene.
• Fluent in English and French
• TA screen (30 min)
• Hiring Manager deep-dive (60 min)
• Case study (60 min)
• On-site interviews
• Reference checks