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- Tasks: Lead recruitment for Go-To-Market roles across EMEA in a fast-paced SaaS environment.
- Company: Join a high-growth SaaS organisation with a collaborative and inclusive culture.
- Benefits: Remote work until November, then hybrid model, plus strong stakeholder exposure.
- Why this job: Make a real impact by partnering with leaders during a critical growth stage.
- Qualifications: 5+ years in full-cycle recruitment, especially in SaaS or tech environments.
- Other info: Opportunity for career growth and to strengthen employer brand presence.
Our client, a high-growth SaaS organisation, is seeking an experienced Senior Talent Acquisition Recruiter to lead hiring across its Go-To-Market (GTM) teams in EMEA. This is a strategic, hands-on opportunity to partner closely with commercial leaders and play a critical role in scaling revenue-driving teams across the region.
This role is fully remote until November. From November onwards, the position will operate on a hybrid model, requiring two days per week in the London office.
The Role
As Senior TA Recruiter, you will own full-cycle recruitment for GTM roles across EMEA, delivering high-quality hires while providing a best-in-class candidate and stakeholder experience. This is an ideal opportunity for a recruiter who thrives in fast-paced SaaS environments and enjoys operating as a trusted talent advisor.
Key Responsibilities
- Lead end-to-end recruitment for GTM roles across EMEA, from role intake through to offer management
- Design and execute proactive sourcing strategies, including direct sourcing, talent mapping, networking, and referrals
- Partner closely with GTM leadership and the People team to align hiring plans with commercial and regional growth goals
- Act as a trusted advisor to stakeholders, providing market insights, hiring recommendations, and best practice guidance
- Deliver a high-touch, inclusive, and transparent candidate experience while representing the employer brand professionally
- Collaborate with the wider Talent Acquisition team to strengthen employer brand presence across the EMEA SaaS market
- Monitor market trends, competitor hiring activity, and compensation benchmarks to inform hiring decisions
About You
- 5+ years' experience in full-cycle recruitment, including internal recruitment within an RPO environment
- Strong focus on GTM roles within SaaS or technology environments
- Proven experience hiring across multiple EMEA countries with a strong understanding of regional talent markets
- Advanced sourcing and networking capability; LinkedIn Recruiter expertise is essential
- Confident managing and influencing senior stakeholders in a consultative manner
- Excellent communication and relationship-building skills
- Data-driven approach with experience using recruitment metrics to guide strategy
- Experience with Workday or similar ATS platforms is advantageous
- Fluent English required; additional European languages are highly desirable
Why Apply?
- Opportunity to partner with a fast-scaling SaaS business at a critical growth stage
- High-impact, autonomous role with strong stakeholder exposure
- Remote working until November, followed by a hybrid London-based model (2 days in-office)
- Collaborative, inclusive, and forward-thinking talent function
Internal Recruiter employer: Adecco
Contact Detail:
Adecco Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Internal Recruiter
✨Tip Number 1
Network like a pro! Reach out to your connections in the SaaS industry and let them know you're on the lookout for opportunities. You never know who might have the inside scoop on a role that’s perfect for you.
✨Tip Number 2
Get social! Use platforms like LinkedIn to showcase your expertise and engage with industry leaders. Share insights, comment on posts, and don’t be shy about reaching out to recruiters directly – they love proactive candidates!
✨Tip Number 3
Prepare for those interviews! Research the company and its culture, and think about how your experience aligns with their goals. Practise common interview questions and be ready to discuss your past successes in detail.
✨Tip Number 4
Apply through our website! It’s the best way to ensure your application gets seen by the right people. Plus, it shows you’re genuinely interested in joining our team and makes it easier for us to connect with you.
We think you need these skills to ace Internal Recruiter
Some tips for your application 🫡
Tailor Your CV: Make sure your CV is tailored to the Internal Recruiter role. Highlight your experience in full-cycle recruitment, especially within SaaS environments. We want to see how your skills align with our needs!
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to explain why you're passionate about this role and how you can contribute to our team. Keep it concise but impactful – we love a good story!
Showcase Your Stakeholder Management Skills: Since this role involves working closely with GTM leadership, make sure to highlight your experience in managing and influencing senior stakeholders. We’re looking for someone who can be a trusted advisor!
Apply Through Our Website: Don’t forget to apply through our website! It’s the best way for us to receive your application and ensures you’re considered for the role. Plus, we love seeing applications come directly from our site!
How to prepare for a job interview at Adecco
✨Know Your Stuff
Make sure you understand the SaaS landscape and the specific GTM roles you're recruiting for. Brush up on the latest trends in the industry and be ready to discuss how they impact hiring strategies.
✨Showcase Your Sourcing Skills
Prepare examples of your proactive sourcing strategies. Whether it's talent mapping or leveraging LinkedIn Recruiter, be ready to share how you've successfully identified and engaged top talent in the past.
✨Build Relationships
Demonstrate your ability to partner with stakeholders. Think of examples where you've influenced senior leaders or provided valuable market insights that shaped hiring decisions.
✨Emphasise Candidate Experience
Be prepared to discuss how you ensure a high-touch, inclusive candidate experience. Share specific instances where you've gone above and beyond to represent the employer brand and keep candidates informed throughout the process.
