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- Tasks: Lead complex technical hiring in a high-growth deep-tech environment.
- Company: Join a cutting-edge deep-tech company focused on innovation and growth.
- Benefits: Competitive salary, flexible working, and opportunities for professional development.
- Why this job: Make a real impact by shaping the future of deep-tech talent acquisition.
- Qualifications: 6+ years in deep-tech recruitment with strong stakeholder management skills.
- Other info: Dynamic role with accountability and opportunities for career advancement.
The predicted salary is between 36000 - 60000 £ per year.
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 employer: Chapter 2
Contact Detail:
Chapter 2 Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Senior Talent Acquisition Specialist
✨Tip Number 1
Get to know the company inside out! Research their projects, values, and culture. This will help you tailor your conversations and show that you're genuinely interested in being part of their team.
✨Tip Number 2
Network like a pro! Connect with current employees on LinkedIn or attend industry events. Building relationships can give you insider info and might even lead to referrals, which are gold in the job market.
✨Tip Number 3
Prepare for those tricky technical questions! Brush up on the latest trends in deep tech and be ready to discuss how your experience aligns with the specific roles they’re hiring for. Confidence is key!
✨Tip Number 4
Don’t forget to follow up! After interviews, send a thank-you note expressing your appreciation and reiterating your interest. It’s a simple gesture that can set you apart from other candidates.
We think you need these skills to ace Senior Talent Acquisition Specialist
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 recruitment and how your skills align with our mission-led environment. Be genuine and let your personality shine through!
Showcase Your Technical Fluency: In your application, demonstrate your understanding of the technical aspects of the roles you'll be recruiting for. Use examples from your past experiences to show how you've successfully communicated complex technology stories to candidates.
Apply Through Our Website: We encourage you to apply directly through our website. This helps us keep track of your application and ensures it gets the attention it deserves. Plus, it’s super easy and straightforward!
How to prepare for a job interview at Chapter 2
✨Know Your Deep-Tech Stuff
Make sure you 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 communicate effectively with candidates and hiring managers, showing that you’re not just another recruiter but someone who gets the technical side.
✨Master the Art of Structured Conversations
Prepare to lead structured intake sessions with hiring managers. Have a clear plan for discussing success profiles, scorecards, and interview plans. This shows that you can take ownership and drive the recruitment process, which is crucial in a high-judgement role like this.
✨Build a Strong Candidate Experience
Focus on delivering a high-touch candidate experience. Be personable and engaging, reflecting the mission-led environment of the company. Candidates should feel valued and informed throughout the process, which can set you apart from other recruiters.
✨Showcase Your Data and Process Mindset
Be ready to discuss how you manage pipelines and metrics. Highlight your experience with ATS systems and structured workflows. This role requires a data-driven approach, so demonstrating your ability to systemise the hiring process will be key to impressing the interviewers.
