Senior Talent Acquisition Partner in London

RemotePass helps companies onboard, pay, and manage teams anywhere in the world, across 150+ countries, without the usual complexity. We bring together HR, payroll, and global payments into one platform, used by companies like Spotify, Logitech, Tabby, and Deloitte.

The Role

This isn’t a traditional recruitment role. You’ll own technical hiring at RemotePass end-to-end from defining what we need, to finding the right people, to making sure the process actually works. Right now, technical recruitment here doesn’t have the structure, rigour, or trust it needs. You’re coming in to change that.

The challenge isn’t just “filling roles.” It’s building a credible, repeatable hiring engine for a distributed company scaling across 150+ countries where engineering is critical to everything we do. A lot of this doesn’t exist yet. That’s the point.

What You’ll Do

• Own the full recruitment lifecycle for engineering and technical roles from intake, sourcing, screening, interviews, offers, to close.
• Partner directly with engineering leadership to understand what they actually need and build hiring plans that connect to business priorities.
• Source and engage passive candidates across multiple geographies, not just post and pray.
• Build the technical hiring process from the ground up: structured interviews, scorecards, feedback loops, debrief formats.
• Coach hiring managers on how to interview well and make evidence-based decisions.
• Own data quality in Workable: clean pipelines, accurate reporting, no mess.
• Reduce agency dependency by building real direct sourcing capability.
• Contribute to broader TA process improvement as the function matures, small team, everyone pitches in.

Requirements

What we’re looking for:

• 6+ years owning end-to-end technical/engineering recruitment, ideally in-house at a scale-up or high‑growth company.
• You’ve actually built hiring processes where there weren’t any, not just operated within existing ones.
• Strong sourcing skills, you know how to find engineers who aren’t actively looking and get them interested.
• You can hold a credible conversation with engineering leaders about what they’re building and what they need.
• Comfortable with ATS platforms (Workable experience is a plus) and serious about data hygiene.
• Experience hiring across multiple geographies and time zones.
• Hands‑on, no‑ego, you’ll source, screen, schedule, and do whatever’s needed.
• Strong communication and the confidence to push back constructively when needed.

Nice to have:

• Experience at a remote‑first or globally distributed company.
• Familiarity with competency‑based interviewing and structured assessment methods.
• Exposure to hiring in complex markets (Middle East, Africa, emerging markets).
• Background in fintech, HRTech, or other complex operational domains.

Benefits

Why is this role interesting:

• You’re not inheriting a polished TA function. You’re helping build it from scratch.
• You’ll have real ownership over how technical hiring works at a company where engineering is the product.
• The problems are genuinely complex: hiring across multiple countries, distributed teams, fast‑moving roadmap.
• You’ll see very quickly whether what you build actually works or not.
• There’s enough scale to matter, but still a lot to shape.

What We Offer:

• Work from anywhere.
• Paid Time Off (PTO).
• Premium health insurance.
• Opportunities for professional growth and development.
• Dynamic and collaborative work environment.

This role is ideally offered on a contractor basis but can be done via EOR / Direct Employment based on the country you are based in.