Recruitment

• Own the full TA lifecycle : briefing, sourcing, screening/interviewing, feedback, and offer management—adding value throughout.
• Build strong talent pipelines through proactive sourcing, employer branding, social channels, referrals and internal mobility.
• Transform data into action : partner with the Head of TA to create insights that shape TA strategy and priorities.
• Champion internal mobility and support Sedgwick’s commitment to developing colleagues.
• Lead TA initiatives including referral programmes and other hiring projects across the region.
• Collaborate across CR (HR) and business leadership to shape recruitment approaches aligned to country and functional strategy.

Senior Talent Acquisition Business Partner – Dutch-speaking

• Collaborate closely with hiring managers as a trusted advisor to create accurate vacancy texts (business/operational roles mainly), review applications and conduct screening interviews to assess both skills and cultural fit.
• Identify and attract potential candidates through job boards, social media and networking, while managing our internal referral process and maintaining a pipeline for future roles.
• Act as a gatekeeper for our company culture in every interaction, supporting the Employer Brand strategy by ensuring a professional, high-quality and transparent candidate journey.
• Drive continuous improvement of recruitment workflows to enhance efficiency and candidate experience, while managing necessary background checks (VOG) and ensuring legal compliance.
• Extend job offers in alignment with compensation & benefits processes, confidently negotiate terms with candidates and ensure a smooth transition into the pre-onboarding phase.
• Manage our internal ATS, track key recruitment metrics and deliver monthly reporting to drive data-informed decisions.
• Dive into impactful recruitment, employer branding and optimization side projects beyond day-to-day recruitment.

Talent Acquisition Specialist

• Verantwoordelijk voor het volledige recruitmentproces binnen Booking Experts
• Nauw samenwerken met teamleads, hiring managers en P&O-team
• Sourcen, benaderen, enthousiasmeren en aantrekken van passend talent
• Bijdragen aan het opzetten van slimme recruitment campagnes en employer branding initiatieven
• Optimaliseren van candidate journeys en hiring processen
• Voeren van intakegesprekken en begeleiden van sollicitatieprocedures
• Adviseren van hiring managers over recruitmentstrategie en arbeidsmarktontwikkelingen
• Actief bouwen aan een sterk talent netwerk
• Bijdragen aan een cultuur waarin groei, ontwikkeling en samenwerking centraal staan

Corporate Recruiter

• High-Volume Sourcing & Hiring: You will own the end-to-end recruitment cycle for hourly workers at the site, targeting talent in the Netherlands and close to the German border.
• Process Transformation: You will design and implement structured, efficient recruitment processes at the site.
• Strategic Stakeholder Management: You will act as a true consultant and partner to the local site leaders, working closely with them to embed best practices.
• Market Exploration: You will map out the local talent landscape for hourly workers, advising hiring managers on availability and competitive compensation.

Senior Talent Acquisition Partner – High Volume

• Own and maintain department workforce plans, including headcount, open roles, timing, priorities, and statuses.
• Ensure staffing plans stay accurate, up to date, and aligned with approved budgets, headcount allocation, and company-wide governance.
• Partner closely with the Talent Acquisition team, business unit leaders, hiring managers, HR business partners, and the Finance department.
• Translate business goals into clear staffing priorities, surface trade-offs early, and help leaders make realistic decisions when capacity or budget is constrained.
• Facilitate role scoping and intake discussions to clarify business needs, required capabilities, appropriate role levels (seniority and scope), target profiles, evaluation approaches, and hiring timelines, ensuring consistent level calibration and improving forecast accuracy.
• Turn staffing priorities into an executable hiring roadmap and ensure the Talent Acquisition team has the inputs, alignment, and decision clarity needed to deliver.
• Identify and remove blockers such as unclear role requirements, unrealistic expectations, compensation mismatches, interview capacity issues, slow decision-making, or process friction.
• Provide regular leadership updates, forward-looking forecasts, and scenario planning, including business impact, delivery risks, and recommendations for course correction.
• Support business review and planning cycles with clear staffing updates, hiring outlooks, and what-if scenarios related to demand, timing, attrition, and budget.
• Govern headcount allocation, replacement logic, and internal mobility moves to ensure staffing decisions reflect the real organization and approved capacity.
• Advise on alternatives to external hiring where appropriate, including internal mobility, temporary rotations, outsourcing/outstaffing, or role redesign.
• Improve staffing processes, reporting quality, data accuracy, and working agreements across the department.
• Promote equitable and inclusive hiring practices by clearly defining roles, consistently evaluating candidates, and paying attention to diverse candidate pipelines.
• Support senior-level or business-critical hiring processes when additional coordination or support is needed.

Resource Manager – Workforce Planning, Staffing

• End-to-end recruitment: van intake tot aanbieding
• Actief sourcen en inzetten van effectieve recruitmentstrategieën
• Adviseren en uitdagen van hiring managers om de beste kandidaten te vinden
• Opbouwen en onderhouden van een sterk talent netwerk
• Zorgen voor een uitstekende candidate experience
• Selecteren op skills én cultural fit
• Optimaliseren van processen op basis van data

Senior Talent Acquisition Specialist

• Support the end-to-end recruitment process for all Bynder internship roles, learning best practices from our TA Partners and manage everything from intake to offer stage
• Partner with Hiring Managers to define role requirements and selection criteria, and support interview coordination
• Act as the first point of contact for intern applicants. You will conduct screening calls and assessments, while developing your interviewing skills through continuous feedback from the TA team
• Help build diverse talent pipelines for intern roles using LinkedIn Recruiter and Boolean search techniques shared by the team, ensuring we attract a wide range of perspectives
• Support the management of our Applicant Tracking System (ATS) and use recruitment data and AI tools to identify bottlenecks, improve processes, and contribute ideas to make our hiring workflow more efficient.

Talent Acquisition Intern

• Leads opvolgen: Jij gaat in gesprek met (potentiële) gastgezinnen en zet net die extra stap om ze te overtuigen van onze missie én om gastgezin te worden.
• Sociale radar : Jij maakt makkelijk contact met mensen en zoekt graag naar verbinding.
• Klantencontact: Je belt, mailt, appt en spreekt met potentiële en bestaande gezinnen. Je luistert, bent nieuwsgierig en denkt in mogelijkheden. Geen vraag blijft onbeantwoord!

Recruiter Gastgezinnen – No Cure No Pay

• Collaborate with hiring managers to create accurate vacancy texts, review applications, and conduct thorough screening interviews to assess skills and cultural fit.
• Proactively identify and attract potential candidates through job boards, social media, and networking, while managing our internal referral process and maintaining a pipeline for future roles.
• Act as a champion for our company culture in every interaction, supporting the Employer Brand strategy by ensuring a professional, high-quality candidate journey.
• Drive continuous improvement of recruitment workflows to enhance efficiency and candidate experience, while conducting necessary background checks (VOG) and ensuring legal compliance.
• Extend job offers in alignment with Compensation & Benefits processes, negotiate terms with candidates, and ensure a smooth transition into the pre-onboarding phase.
• Manage our internal Applicant Tracking System (ATS), track key recruitment metrics, and deliver monthly reporting to managers and the MT to drive data-informed decisions.

• Own GTM recruiting strategy and execution across EMEA and APJ
• Lead and develop the regional recruiting team, driving accountability, performance and consistent hiring practices
• Partner with global and regional commercial leadership to align hiring strategy with revenue targets and expansion priorities
• Bring structure to workforce planning, sequencing hires based on business impact, regional priorities and market maturity
• Support hiring for both established markets and emerging regions as Nebius expands its commercial footprint
• Build scalable recruiting processes that support growth across multiple countries and regulatory environments
• Partner with HR and regional leadership to ensure hiring practices align with local employment regulations and market conditions
• Elevate hiring standards through structured assessment and hiring manager enablement
• Develop proactive sourcing strategies for high impact and leadership level commercial roles across regional talent markets
• Use hiring data and market insights to guide prioritisation and recruiting investment across countries
• Ensure an efficient and high quality candidate experience across all GTM hiring activity
• Step in as a player coach on strategic or senior searches when needed.

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Senior Talent Acquisition Business Partner – Dutch-speaking

Talent Acquisition Specialist

Corporate Recruiter

Senior Talent Acquisition Partner – High Volume

Resource Manager – Workforce Planning, Staffing

Senior Talent Acquisition Specialist

Talent Acquisition Intern

Recruiter Gastgezinnen – No Cure No Pay

Senior Talent Acquisition Specialist

GTM Recruiting Manager – EMEA, APJ