Senior Talent Acquisition Specialist
ambi.scout
Remoto
Our client is a fast-growing investment group with teams across technology, investment and operations. Today, most of their senior hiring goes through external headhunters. They want to change that by building a strong internal recruiting capability, and this role is the first step.
The role
You’ll own senior hiring across the group, around 10-15 senior hires per year in tech, investment and operations. You’ll report to the Head of HR and work directly with the founders and the COO.
This is not a role about running an existing system. You’ll build the hiring engine from scratch and have a real say in who joins the company.
What You’ll Do
- Build market maps for each role and identify the best passive candidates
- Run the full cycle: sourcing, outreach, interviews, offer and closing
- Challenge hiring managers when a brief doesn’t hold up, and help them sharpen it
- Handle offer negotiations, counter-offers and candidate hesitation
- Run several senior searches in parallel
- Reduce the company’s dependence on external agencies
- Proven experience running senior searches (Director / Head-level) from zero pipeline to signed offer
- Strong direct sourcing skills. You find people, you don’t wait for them to apply
- A track record of specific senior hires you closed personally, and you can walk through them in detail
- Confidence with stakeholders. You push back when needed and keep the process moving
- Solid closing skills, including counter-offers
- Background at a top executive search firm or high-quality recruitment boutique
- Experience in both agency and in-house settings
- Exposure to hiring in tech, fintech or investment
- Experience hiring across multiple countries
- Experience building or improving recruiting processes
- Your experience is mostly high-volume recruiting
- You rely mainly on inbound applications or agencies
- You haven’t owned a hiring process end to end
- First 3 months: you own active roles, have built pipelines through direct sourcing and delivered your first shortlists
- By month 6: 2–3 senior hires closed end to end
- By month 12: you fully own senior hiring across the group and are a trusted partner to leadership
- Interview with the Head of HR
- Interview with a Senior TA, including a live sourcing exercise
- Online cognitive and behavioural assessment
- Final round with the COO plus a case study based on a real past search