At a Glance
- Tasks: Lead global recruitment efforts and enhance candidate experience across multiple territories.
- Company: Join YOOBIC, an innovative AI-powered platform transforming frontline employee experiences.
- Benefits: Enjoy 33 days annual leave, health coverage, team events, and professional development.
- Other info: Dynamic role with opportunities for continuous improvement and career growth.
- Why this job: Make a real impact in talent acquisition while working with cutting-edge AI tools.
- Qualifications: 7+ years in full-cycle recruitment with a focus on data-driven results.
The predicted salary is between 60000 - 75000 £ per year.
YOOBIC is an AI-powered frontline employee experience platform.
Our mobile app gives business leaders and frontline teams the performance tools they need to communicate, learn, and work, all in one place.
With streamlined communications, mobile learning, and digitized task management, YOOBIC drives operational excellence while drastically improving the frontline employee working experience. 350+ companies around the world including Mattress Firm, Michaels, Game Stop, Lacoste, Lidl, Boots, Peloton, Pret, Puma, and Vans trust YOOBIC to improve operational consistency and agility, get real-time visibility into multi-location business execution, and improve customer experience.
To learn more about YOOBIC, visit www. yoobic. com or follow us on Linked In.
Role Overview
Yoobic hires across four core hubs, London, Paris, New York and Tel Aviv, as well as into a growing number of additional territories worldwide.
The Talent Acquisition Manager owns full-cycle (“360”) recruitment for a defined portion of this global employee base: from workforce and role intake through sourcing, candidate experience, interview process management, offer and close, all the way to a clean handover into onboarding.
This is a standalone role which is built around clear, quantifiable KPIs across four pillars: candidate attraction, sourcing, candidate experience and hiring outcomes.
Success is measured on performance against those metrics, not on activity alone.
The successful person will be as comfortable building AI-enabled sourcing strategies and pipelines for a hard-to-fill role as they are presenting hiring data and trends back to senior stakeholders.
They will act as the go-to voice on innovative, talent acquisition practice within the wider People function, continually testing new sourcing technology and AI tooling and sharing what works.
Key Responsibilities
- Full-Cycle (360°) Recruitment Delivery
- Own the end-to-end recruitment lifecycle for allocated requisitions across multiple hubs and territories: intake briefing, sourcing strategy, screening, interview process design, offer management and close.
- Act as the single point of accountability for each requisition, ensuring roles progress on-plan from opening to start date.
- Manage a concurrent portfolio of open roles across different functions, primarily GTM, seniority levels and geographies at any given time.
- Partner with hiring managers to build robust, bias aware interview processes and scorecards before a role goes live.
- Act as a subject matter expert on modern recruitment practice, including AI enabled tools and workflows for hiring managers and the wider People team.
- Proactively source passive and active candidates via Linked In Recruiter, Boolean/X-ray search, AI-powered sourcing platforms, talent communities, referrals and market mapping.
- Build and maintain talent pools/pipelines for recurring or hard-to-fill roles across each hub.
- Design and execute role specific sourcing strategies, adapting channel mix by seniority, function and local market conditions.
- Continuously test and optimise sourcing channels based on conversion data (cost, speed, quality) rather than habit.
- Candidate Experience Ownership
- Act as the candidate’s primary point of contact, ensuring timely, transparent and respectful communication at every stage of the process.
- Set and manage candidate expectations on process, timelines, preparation and next steps; chase hiring managers for fast, quality interview feedback.
- Run structured candidate feedback and use the results to identify and fix experience gaps.
- Ensure every candidate, hired or not, leaves the process with a positive impression of Yoobic as an employer.
- Build trusted, consultative relationships with hiring managers and senior leaders across regions, challenging where needed on role scope, market realities or process bottlenecks.
- Provide regular, data backed updates on requisition status, pipeline health and market/salary insights.
- Represent Talent Acquisition in workforce planning conversations for owned client groups alongside the wider People Team.
- Employer Branding & Market Presence
- Champion Yoobic’s employer brand across each hub, tailoring messaging to local market and cultural context.
- Contribute to job advertising content, careers page presence and social/talent-community activity.
- Represent Yoobic at relevant meetups, talent events or communities to build external network and brand visibility.
- Maintain rigorous, real time ATS hygiene: every candidate status, source and stage accurately logged.
- Track and report personal recruitment metrics against target on a weekly/monthly basis, using AI powered dashboards for efficiency to highlight and flag risk early.
- Use funnel and conversion data to identify bottlenecks and continuously improve time to fill, sourcing mix and candidate experience.
- Contribute to wider TA process, tooling and employer brand improvement initiatives, including evaluation of new AI and sourcing technology.
- Global & Cross-Territory Recruitment
- Recruit compliantly and sensitively across multiple legal jurisdictions, adapting approach to local employment norms, working patterns and candidate expectations.
- Coordinate with local HR/People teams and, where used, external partners on right-to-work checks, contracts and market-specific compensation benchmarking.
- Manage time zone spread across EMEA, US and other hiring territories, planning interview logistics accordingly.
Requirements & Experience
- 7+ years’ full-cycle (360) recruitment experience, in-house and/or agency, ideally including senior or hard to fill hires in GTM functions.
- Proven track record of consistently hitting recruitment KPIs (time-to-fill, sourcing mix, offer-acceptance, candidate experience scores) in a previous role.
- Direct, hands-on sourcing skill, comfortable building pipelines from scratch.
- Hands on experience with AI-powered or AI-assisted sourcing, screening or candidate-engagement tools and a track record of testing new sourcing technology and adopting what measurably works.
- Experience recruiting across more than one country/territory, with an understanding of how process, expectations and compliance vary by market.
- Confident, consultative stakeholder management, able to influence and challenge hiring managers and senior leaders.
- Comfortable working with data: able to build, read and act on recruitment funnel and conversion metrics, including AI-generated dashboards and insights.
- Excellent written and verbal communication skills in English.
- Experience recruiting in a B2B Saa S, retail tech or fast scaling tech environment.
- Experience with employer branding, content or talent marketing initiatives
- Familiarity with global mobility, visa/relocation considerations, or multi-country compensation benchmarking.
- Experience recruiting for both commercial (Sales, Customer Success) and technical (Product, Engineering) functions.
- Experience piloting or championing new AI or recruitment-technology tools within a TA function.
- Metrics-driven mindset: treats KPIs as the primary measure of success, not activity or busyness.
- Sourcing mentality: genuinely enjoys and excels at proactive, creative, technology-enabled candidate generation.
- AI fluency: confidently evaluates, adopts and role-models responsible use of AI-enabled sourcing, screening and content tools.
- Stakeholder gravitas: credible and persuasive with hiring managers and senior leadership.
- Candidate centric: instinctively protects and improves the candidate experience, even under pressure.
- Resilience & organisation: manages a high volume, multi region requisition load while maintaning quality.
- Continuous improvement: proactively identifies and fixes process or pipeline bottlenecks using data, and stays current on innovative sourcing and AI practice.
What We Offer…
- 33 days annual leave (including bank holidays)
- Vitality medical coverage, including primary care, hospital care and additional mental health coverage
- Simplyhealth cash plan (includes dental and vision coverage)
- Healthy Mind EAP
- Short-term and long-term disability coverage
- Life assurance
- Critical illness coverage
- Enhanced parental leave
- Team events including weekly breakfast, gourmet lunches and lots of social events
- Weekly free online HIIT sessions plus gym discounts
- Regular training and coaching to make you even better in your role
- #J-18808-Ljbffr
Global Talent Acquisition Manager employer: YOOBIC
As an Accounts Receivable Specialist at our multi-entity international organisation, you will thrive in a dynamic work culture that values collaboration and innovation. We offer competitive salaries, comprehensive benefits, and ample opportunities for professional growth, ensuring that you can develop your skills while contributing to our global success. Join us in a location that fosters both personal and career development, making it an ideal place for meaningful and rewarding employment.
StudySmarter Expert Advice🤫
We think this is how you could land Global Talent Acquisition Manager
✨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 YOOBIC, 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 YOOBIC!
✨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 Global Talent Acquisition Manager
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 YOOBIC 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 Global Talent Acquisition Manager at YOOBIC, 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 YOOBIC
✨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 YOOBIC 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!
