At a Glance
- Tasks: Lead complex technical hiring in a high-growth deep-tech environment.
- Company: Join a pioneering deep-tech business with a focus on innovation.
- Benefits: Competitive salary, flexible working, and opportunities for professional growth.
- Other info: Be part of a diverse team committed to inclusion and excellence.
- Why this job: Make a real impact by shaping the future of deep-tech recruitment.
- Qualifications: 6+ years in deep-tech recruitment with strong stakeholder management skills.
The predicted salary is between 60000 - 80000 £ per year.
Location: Hybrid (UK)
Engagement: Embedded, full-time
Experience: 6+ years in deep-tech / semiconductor / hardware recruitment (in-house, embedded/RPO, or agency)
The opportunity:
You will embed into a high-growth deep-tech business as their dedicated recruiter, operating day-to-day as an extension of the internal People function. This is an execution-heavy, high-judgement role: you will own complex technical hiring end-to-end, move at pace, and help build a repeatable hiring engine that scales. This is not generalist tech hiring. You will be working in highly specialised markets where credibility, precision, and persistence matter.
The role:
As an Embedded Recruiter (Senior Talent Partner), you will run full lifecycle hiring across deep-tech engineering and selected commercial leadership roles depending on priority and region. You will embed with hiring managers, align on success profiles, build targeted sourcing strategies, and deliver high-quality shortlists for niche roles. You will be expected to recruit for highly specialised positions including:
- Senior Digital IC Design Engineers
- Senior Analog / Mixed-Signal IC Design Engineers
- Memory design specialists and adjacent R&D engineering talent
- Additional deep-tech engineering roles across IC, hardware, and systems, as required
- Select head-office roles where needed (e.g., Business Development, Product, Partnerships)
What you’ll do:
- Own delivery (end-to-end)
- Lead structured intake sessions (success profile, scorecard, interview plan, compensation context)
- Build and execute sourcing strategies for scarce deep-tech talent across the US and Europe
- Run full recruitment lifecycle: outreach, screening, shortlist quality, interview orchestration, offer strategy, close
- Deliver a high-touch candidate experience that reflects a mission-led, technical environment
- Recruit with technical fluency
- Learn and communicate a complex technology story clearly and confidently
- Hold structured conversations with IC design and deep-tech candidates (without needing to be an engineer)
- Translate technical requirements into practical sourcing signals and screening criteria
- Build a scalable hiring engine
- Operate an ATS as the source of truth with clean workflows, stages, and reporting
- Implement structured interview scorecards and repeatable hiring playbooks
- Create weekly operating cadence: pipeline reviews, hiring manager updates, decision discipline
- Support the foundations of employer brand in outreach and messaging consistency (where relevant)
What “great” looks like:
- Consistent progress against priority roles with clear funnel health and fast feedback loops
- High quality, curated shortlists for niche deep-tech positions (quality over volume)
- Strong stakeholder trust built through crisp communication, ownership, and pace
- A hiring process that improves every month because you systemise it, not because the business slows down
What we’re looking for:
- 6+ years recruiting in deep tech (semiconductors, IC design, hardware, advanced materials, compute infrastructure, or similarly technical domains)
- Track record hiring across Digital IC, Analog/Mixed-Signal, and/or specialised engineering disciplines
- Strong stakeholder management: able to align, challenge, and drive decisions without politics
- High output and high judgement: speed with a high bar
- Data and process mindset: you naturally run structured pipelines, metrics, and cadence
- Comfort operating across geographies and time zones with clear written communication
Why this is different:
This is an embedded role in a deep-tech environment at an inflection point. You will be trusted to operate like an internal owner, with real accountability for outcomes, quality, and pace.
Inclusion:
We are committed to building a diverse, inclusive workplace. If you need adjustments at any stage of the process, we will support you.
Remote Senior Semi-Conductor Talent Partner (UK) in Blackpool employer: Chapter 2
As a Remote Senior Semi-Conductor Talent Partner, you will thrive in a dynamic and innovative deep-tech environment that values precision and expertise. Our hybrid work culture promotes flexibility while fostering collaboration with internal teams, ensuring you have the support needed to excel in your role. We prioritise employee growth through continuous learning opportunities and a commitment to diversity and inclusion, making us an exceptional employer for those seeking meaningful and impactful careers in the semiconductor industry.
StudySmarter Expert Advice🤫
We think this is how you could land Remote Senior Semi-Conductor Talent Partner (UK) in Blackpool
✨Dive into the Talent Acquisition Community
Get involved with communities specifically aimed at talent acquisition and recruitment. Follow popular forums, like the HR and recruitment threads on LinkedIn Groups or join Talent Acquisition Meetups in your area. Networking with fellow recruiters and industry experts can lead to hidden job opportunities and insider tips!
✨Show Off Your Expertise at Recruitment Events
Attend recruitment fairs and industry conferences where companies, including Chapter 2, often showcase their hiring needs. Not only can you meet potential employers face-to-face, but you can also demonstrate your passion and knowledge about the field. Make sure you've got some thoughtful questions ready to impress!
✨Leverage Your University Connections
If you’re a recent grad or still connected to your university, tap into their career services. Many universities have exclusive job boards and connections with companies eager to hire fresh talent in recruitment roles. Plus, you never know who might be able to put in a good word for you at places like Chapter 2!
✨Tailor Your Digital Footprint
Make sure your online presence reflects your passion for talent acquisition. Share articles, join discussions, and post about trends in recruiting to establish yourself as a knowledgeable candidate. Recruiters often check candidates out online, so use platforms like LinkedIn to showcase your insights and enthusiasm for discovering the right talent!
We think you need these skills to ace Remote Senior Semi-Conductor Talent Partner (UK) in Blackpool
Some tips for your application 🫡
Showcase Your Passion for Talent Acquisition:In your cover letter, let your passion for recruiting shine through! Talk about what drew you to talent acquisition. Share experiences where you helped others find their dream jobs or any times you've been involved in hiring processes – it’ll show us at Chapter 2 that you're genuinely invested in the field.
Highlight Relevant Skills and Certifications:Make sure your CV includes any relevant skills or certifications related to recruiting. Mentioning your knowledge of applicant tracking systems, personality assessments, or even any HR-related qualifications can set you apart. This way, we can see straight away that you're not just any candidate but one with the necessary tools for talent acquisition.
Tailor Your CV for the Job:When applying for Remote Senior Semi-Conductor Talent Partner (UK) at Chapter 2, tailor your CV to reflect the job description. Highlight previous experiences in recruitment, candidate sourcing, or employee engagement that align with what we’re after. Personalisation shows we’re not just another checkbox on your job applications!
Bring Your Unique Perspective:In your cover letter, don't hesitate to share your unique perspective on what makes a good recruiter. Whether it's building strong candidate relationships or your approach to diversity in hiring, your insights can resonate well with our team. We love a fresh take, so let it shine!
How to prepare for a job interview at Chapter 2
✨Know Your Sourcing Strategies
In the talent acquisition world, it’s all about knowing the best sourcing strategies. Be prepared to discuss specific techniques you’ve used to find and attract top talent, whether that’s through social media, networking events, or innovative outreach methods. Bring examples that showcase your capability!
✨Value of Employer Branding
Employer branding is a huge part of recruitment, so be ready to chat about how you’ve contributed to building an attractive company image. Think about how you’d pitch Chapter 2 to potential candidates and maintain a consistent brand image across platforms.
✨Demonstrate Your Interviewing Skills
Since this is a full-time gig, hiring managers will want to see your interviewing prowess. Prepare for mock interview scenarios where you might need to assess candidates' cultural fit and skill set. Practise asking competency-based questions to demonstrate your systematic approach.
✨Engage with Data and Metrics
Being data-driven is key in talent acquisition! Expect to discuss how you’ve used recruiting metrics to refine your strategies. Familiarise yourself with common KPIs, like time-to-fill and candidate satisfaction scores, and be ready to back up your insights with data!
