Recruitment

• Lead end-to-end recruitment processes across technical, commercial, consulting, AI, operations, and early-career roles.
• Build hiring pipelines for different regions.
• Source, screen, and interview candidates using LinkedIn, job boards, talent communities, referrals, and direct outreach.
• Support hyperscale hiring initiatives by building repeatable sourcing, screening, and interview processes.
• Partner with hiring managers to define job descriptions, scorecards, interview stages, and candidate evaluation criteria.
• Manage candidate communication with clarity, professionalism, and speed.
• Coordinate hiring for full-time employees, contractors, freelancers, interns, and remote team members.
• Support offer processes, contractor agreements, onboarding documentation, and hiring-related workflows.
• Work with external providers when needed, including contractor platforms, Employer of Record providers, payroll partners, and legal/admin stakeholders.
• Maintain a strong talent database and proactive pipeline for future hiring needs.
• Support employer branding activities through LinkedIn content, job posts, events, campaigns, and talent community building.
• Track recruitment performance, including pipeline quality, time-to-hire, source effectiveness, and candidate conversion.
• Help improve Omtera’s hiring operations by creating scalable processes, templates, and reporting systems.
• Ensure a positive and professional candidate experience across every stage of the hiring process.

Talent Acquisition Recruiter

• Initial Sourcing: Build the initial pool of EU and US manufacturers/printers using search, directories, marketplaces, LinkedIn, and AI automation tools (speed here is fine).
• Deep Qualitative Vetting: Move past the surface. Read target companies' websites, social media footprint, production capabilities, and ownership history to judge if they are a credible partner or acquisition target.
• Ruthless Filtering: Narrow the pool down to a high-conviction shortlist of 1–5 targets that actually fit. Quality of judgment matters far more than volume.
• Deal Briefing: Write clear, concise reasoning for each shortlisted company: what fits, what the strategic angle is, and what the potential risks are.
• Founder-to-Founder Outreach: Draft highly professional initial outreach messages for the CEO to review, and manage the reply pipeline.
• Future Growth: Over time, you will generate broader opportunity maps and industry overviews to identify unique scaling opportunities.

M&A Opportunity Sourcer

• Manage the full-cycle recruitment process for a diverse portfolio of roles across EMEA and NAM, spanning technical consulting, AI/data, project management, and commercial operations.
• Partner closely with hiring managers and senior executives to unpack hiring needs, define role profiles, and deliver structured, high-quality interview processes.
• Proactively source and headhunt passive talent utilizing advanced LinkedIn Recruiter workflows, market mapping techniques, and industry networks.
• Provide an exceptional, transparent candidate experience from initial outreach through to offer negotiation and onboarding handover.
• Act as a data-driven talent advisor, delivering regional market intelligence, salary benchmarking, and competitive analysis to guide hiring strategies.
• Optimize and maintain our Applicant Tracking System (ATS), ensuring strict data compliance, accurate reporting, and clean pipeline analytics.
• Support international talent acquisition projects, such as employer branding initiatives, and the refinement of interview assessments.

Talent Acquisition Partner

• Own full-cycle recruitment from sourcing through offer acceptance
• Source and engage exceptional talent across the US and European markets
• Build pipelines for highly technical roles, including AI/ML Engineers, Research Engineers and Product Engineers
• Develop a deep understanding of AI, machine learning, LLMs, AI safety, infrastructure, and emerging technologies to effectively assess candidates and communicate opportunities.
• Conduct structured interviews and evaluate candidates for technical capability, problem-solving ability, and cultural alignment
• Drive an exceptional candidate experience throughout the hiring process
• Track recruiting performance and continuously improve hiring processes, tooling, and workflows
• Act as a trusted talent advisor to hiring managers and leadership

Recruiter

• Lead regional initiatives and priorities that strengthen Talent Acquisition Operations capabilities and support continuous improvement
• Manage a regional team of TA Operations professionals, including Lead and Senior team members and coordinators, to deliver high-quality outcomes on time in a fast paced environment
• Drive regional adoption of recruiting processes, enterprise standards, tools, and technologies
• Monitor regional metrics, workload, capacity and data integrity to identify trends, risks, and opportunities
• Leverage data and analytics to reinforce accountability and improve operational performance
• Partner with recruiting teams and stakeholders to improve the candidate, recruiter, and hiring leader experience
• Apply Lean methodologies and project management rigor to process improvements and operational enhancements
• Partner with technology teams on implementation, support, training, and adoption of recruiting tools and systems
• Oversee compliance with company policies, data privacy regulations, enterprise standards, and local requirements
• Support governance activities, including audits, controls, and regional compliance reviews
• Serve as the regional point of contact for escalations and stakeholder needs related to TA Operations
• Contribute to global TA Operations projects and share regional insights to support enterprise-wide improvements
• Foster a culture of belonging, growth, accountability, and continuous improvement

Recruitment jobs in Europe

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Talent Acquisition Recruiter

M&A Opportunity Sourcer

Talent Acquisition Partner

Recruiter

Talent Acquisition Operations Manager – EMEA