Senior Executive Talent Acquisition

Senior Talent Partner (Software Engineering) | Shape Engineering Hiring, Not Just Recruitment | Global Fintech

We're partnering with a globally recognised fintech at a pivotal stage of growth, hiring hundreds of software engineers annually across multiple global markets.

This is not a transactional recruitment role.

This is for someone who wants to influence how engineering organisations hire, shape technical assessment processes, challenge hiring decisions, and become a true thought partner to Engineering Directors, VPs of Engineering and senior technical leaders.

We're looking for a recruiter who is as passionate about software engineering talent as engineers are about software engineering itself.

The Opportunity

You’ll operate as a strategic partner to engineering leadership, helping define and evolve hiring standards across a large-scale global engineering organisation.

• Own and continuously improve engineering interview architecture
• Partner directly with VPs, Directors and Engineering Managers on hiring quality and process effectiveness
• Support hiring across Software Engineering, Data Engineering, Machine Learning and Data Science
• Lead sourcing strategy development across highly competitive engineering markets
• Mentor recruiters and elevate technical recruiting capability across the team
• Partner with technical bar raisers to maintain and continuously improve hiring standards
• Influence hiring strategy, talent mapping and workforce planning decisions

This is a role for someone who wants to move beyond recruitment delivery and become a recognised expert in engineering talent acquisition.

• What Sets This Role Apart
• Genuine influence: Help shape how engineers are assessed, interviewed and hired
• Partnership with technical leadership: Work directly with engineering leaders, not through layers of management
• High-impact hiring: Support one of the organisation's most critical talent functions
• Domain expertise matters: Your market insight and engineering recruitment knowledge will help drive hiring decisions
• Team leadership: Mentor recruiters and help build capability across the engineering recruitment function
• AI-forward environment: Work alongside a business investing heavily in AI, automation and modern recruiting practices
• Ideal Profile
• 8+ years recruiting software engineering talent
• Experience within fintech, payments, Saa S, platform businesses or technology-first companies
• Strong understanding of engineering hiring markets and competitive talent landscapes
• Experience partnering directly with senior engineering stakeholders
• Comfortable discussing interview methodologies, assessment frameworks and hiring quality
• Passionate about technology and how modern engineering organisations operate
• Naturally curious, highly consultative and comfortable challenging assumptions
• Thrives in fast-moving, high-growth environments where ambiguity is part of the job
• What Success Looks Like
• Managing 30–40 active candidates at any given time
• Delivering approximately 3–4 hires per month
• Building high-quality engineering talent pipelines
• Improving hiring processes and assessment quality
• Coaching and mentoring recruiters supporting technical hiring
• Becoming a trusted advisor to engineering leadership

Compensation & Why It's Different

• Quarterly incentive scheme worth up to 40%
• Enhanced pension
• Private medical and dental
• Hybrid working (London)
• Strong career development opportunities within a global technology organisation

Why Join?

You’ll be stepping into a company that is

• Operating across 20+ countries globally
• Continuing to scale its engineering organisation significantly
• Processing rapidly growing transaction volumes year-on-year
• Investing heavily in technology, AI and talent acquisition capability
• Building long-term, sustainable growth rather than chasing short-term expansion
• Treating Talent Acquisition as a strategic business function rather than an operational service
• What You Need to Succeed (Must-Haves)
• Current or recent in-house experience recruiting software engineers
• Demonstrable success partnering with Engineering Managers, Directors or VP-level stakeholders
• Strong tenure and progression throughout your career
• Track record hiring within technology-first businesses
• Experience building talent pipelines rather than relying on inbound applications
• Credibility to influence stakeholders and challenge thinking where required
• Genuine passion for technology, software engineering and technical talent markets
• Interest in AI-enabled recruiting, sourcing and talent intelligence
• Non-Negotiables (Will Not Accept)
• Recruiters whose experience sits primarily outside technology hiring
• Agency-only backgrounds without successful in-house experience
• Recruiters focused solely on requisition management and process delivery
• Candidates lacking exposure to senior engineering stakeholders
• Job-hopping profiles with limited evidence of impact or progression
• Recruiters who need to be taught how engineering talent markets operate rather than bringing their own expertise

This role will suit a recruiter who wants to be viewed as the engineering hiring expert in the room, not the person taking notes in it.

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