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For Companies At a Glance
- Tasks: Lead complex technical hiring and build a scalable recruitment engine in deep-tech.
- Company: Join a high-growth deep-tech business with a focus on innovation.
- Benefits: Competitive salary, flexible working, and opportunities for professional growth.
- Why this job: Make a real impact in specialised recruitment and shape the future of technology.
- Qualifications: 6+ years in deep-tech recruitment with strong stakeholder management skills.
- Other info: Dynamic role with accountability and a commitment to diversity and inclusion.
The predicted salary is between 48000 - 72000 £ per year.
Overview
Embedded Recruiter (Senior Talent Partner) – Deep Tech
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 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
- 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.
Senior Talent Acquisition Specialist in London employer: Chapter 2
Contact Detail:
Chapter 2 Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Senior Talent Acquisition Specialist in London
✨Tip Number 1
Network like a pro! Get out there and connect with people in the deep-tech space. Attend industry events, join relevant online forums, and don’t be shy about reaching out to potential contacts on LinkedIn. The more connections you make, the better your chances of landing that dream role.
✨Tip Number 2
Show off your knowledge! When you’re chatting with hiring managers or recruiters, make sure to highlight your understanding of the deep-tech landscape. Talk about trends, challenges, and innovations in the semiconductor and hardware sectors. This will help you stand out as a candidate who truly gets the industry.
✨Tip Number 3
Be proactive in your job search! Instead of waiting for roles to be advertised, reach out directly to companies you’re interested in. Express your enthusiasm for their work and ask if they have any upcoming opportunities. This shows initiative and can put you on their radar before a position even opens up.
✨Tip Number 4
Don’t forget to apply through our website! We’ve got some fantastic roles waiting for you, and applying directly can sometimes give you an edge. Plus, it’s a great way to show your commitment to joining our team. So, get your application in and let’s make it happen!
We think you need these skills to ace Senior Talent Acquisition Specialist in London
Some tips for your application 🫡
Tailor Your CV: Make sure your CV is tailored to the role of Senior Talent Acquisition Specialist. Highlight your experience in deep-tech recruitment and any specific achievements that showcase your ability to deliver high-quality shortlists for niche roles.
Craft a Compelling Cover Letter: Your cover letter should tell us why you're the perfect fit for this embedded role. Share your passion for deep-tech and how your previous experiences align with our mission-led environment. Be genuine and let your personality shine through!
Showcase Your Technical Fluency: Since this role requires technical fluency, make sure to demonstrate your understanding of complex technology stories in your application. Use examples from your past experiences where you successfully communicated technical requirements to candidates.
Apply Through Our Website: We encourage you to apply directly through our website. This not only streamlines the process but also ensures your application gets the attention it deserves. Plus, it’s super easy to do!
How to prepare for a job interview at Chapter 2
✨Know Your Deep-Tech Stuff
Before the interview, brush up on the specific technologies and roles you'll be recruiting for. Understand the nuances of deep-tech, semiconductors, and IC design. This will help you speak confidently and engage in meaningful conversations with hiring managers and candidates.
✨Master the Art of Structured Conversations
Prepare to lead structured intake sessions by creating a clear agenda. Familiarise yourself with success profiles and scorecards so you can guide discussions effectively. This shows that you’re not just a recruiter but a strategic partner who understands the hiring process inside out.
✨Showcase Your Sourcing Strategies
Be ready to discuss your approach to sourcing scarce talent. Have examples of successful strategies you've implemented in the past. This demonstrates your ability to think critically and act quickly in a fast-paced environment, which is crucial for this role.
✨Communicate with Clarity and Confidence
Practice articulating complex technical concepts in simple terms. You don’t need to be an engineer, but being able to translate technical requirements into practical language will impress both hiring managers and candidates. Clear communication builds trust and credibility.
