Moniepoint - Senior Principal, Talent Marketing

• 1. Zero-to-One Market Entry & Tech Hub Architecture • Define European Hub Talent Strategy: Architect and lead the talent go-to-market strategy for Moniepoint's newest engineering hubs (principally Poland and Spain), crafting localized narratives that appeal to discerning software engineers. • Define European Hub Talent Strategy: • Anchor the 'Founding Team' Narrative: Position early European engineering cohorts as foundational builders, creating compelling narratives around technical scale, system complexity, and ownership that resonate with elite technical talent. • Anchor the 'Founding Team' Narrative: • Navigate Market Nuances: Diagnose and navigate country-specific developer dynamics—recognizing that developer communities in Poland, Spain, and the UK behave differently and require tailored engagement models rather than copy-pasted playbooks. • Navigate Market Nuances: • 2. Developer Community, Ecosystem & Event Activation • High-Impact Physical & Virtual Presence: Conceive, curate, and lead our physical presence at key developer conferences, engineering meetups, hackathons, and university partnerships across target markets. • High-Impact Physical & Virtual Presence: • End-to-End Pipeline Activation: Ensure events are never vanity exercises; architect end-to-end follow-up systems and talent nurture funnels that convert event attendees into active, screened pipelines for our TA partners. • End-to-End Pipeline Activation: • Developer Platform Immersion: Leverage deep knowledge of where engineers consume information (e.g., GitLab/GitHub communities, tech forums, Discord/Slack groups, Meetup, Eventbrite) to drive authentic engagement. • 3. Strategic Hiring Campaigns & Technical Enablement • Targeted Campaign Architecture: Partner with TA leads and Engineering Directors to identify acute hiring bottlenecks and build agile, multi-channel marketing campaigns that address specialized, hard-to-fill tech disciplines. • Targeted Campaign Architecture: • Technical EVP Translation: Translate technical architecture, distributed systems challenges, and fintech infrastructure realities into authentic, intellectually rigorous technical messaging that outshines local competitors. • Technical EVP Translation: • Recruiter Enablement & Narrative Toolkits: Equip our technical sourcing and recruitment teams with high-leverage narrative assets—outbound pitch decks, technical one-pagers, culture collateral, and messaging sequences that double recruiter outreach conversion. • Recruiter Enablement & Narrative Toolkits: • 4. Performance, Analytics & Optimization • Hiring-Centric Metrics: Discard vanity metrics. Evaluate every initiative against pipeline contribution, qualified applicant rates, candidate quality score, cost-per-hire, and time-to-fill. • Hiring-Centric Metrics: • Budget Oversight: Own and allocate dedicated talent marketing budgets with extreme commercial discipline—scaling programs that drive measurable hires and rapidly decommissioning initiatives that underdeliver. • Budget Oversight: • Paid Acquisition (Tactical Lever): Oversee and strategically deploy paid recruitment marketing spend across relevant technical platforms and channels when targeted outbound and community channels require acceleration. • Paid Acquisition (Tactical Lever): • 5. Strategic Leadership & Scalability • Strategic Thought Partnership: Serve as the trusted advisor to the Head of Talent Acquisition, VP of Engineering, and Brand Leadership on talent market intelligence, competitor positioning, and developer sentiment. • Strategic Thought Partnership: • Playbook Documentation: Establish and document Moniepoint's global talent expansion playbook, creating scalable frameworks that will be deployed across future international markets. • Playbook Documentation: • Mentorship & Functional Growth: Provide strategic guidance to broader TA and brand team members, with the opportunity to mentor or direct junior talent marketing specialists as the function scales. • Mentorship & Functional Growth: • First 30 Days (Discovery & Immersion): Map the competitive landscape and developer talent dynamics in Poland and Spain. Establish alignment with technical hiring leads (PEP, Engineering Directors) and TA leads to define immediate priority pipelines. Audit existing employer brand collateral and identify localized messaging gaps for European tech hiring. • First 30 Days (Discovery & Immersion): • First 90 Days (Initial Market Entry & Quick Wins): Launch the first pilot physical event / developer meetup presence in Poland with a complete post-event pipeline conversion funnel. Roll out the European Recruiter Enablement Toolkit (localized pitch decks, outreach sequences, and technical one-pagers). Launch targeted marketing sprints for top 3 hardest-to-fill senior technical roles. • First 90 Days (Initial Market Entry & Quick Wins): • First 6 Months (Hub Establishment & Pipeline Ramp): Position Moniepoint as a recognized, compelling engineering hub in Poland, supporting the identity and pride of the founding engineer cohort. Consistently contribute qualified, pre-warmed candidate pipelines directly supporting the ramp toward 500 tech/product hires. Prove multi-channel attribution showing which community and marketing initiatives are yielding quality hires. • First 6 Months (Hub Establishment & Pipeline Ramp): • Year One (Global Expansion Playbook): Complete Moniepoint's International Talent Expansion Playbook, ready to be deployed across future tech hubs. Measurably decrease time-to-fill and increase direct outbound response rates across all European technical roles. Solidify Moniepoint's reputation as an employer of choice for Europe's most ambitious engineers. • Year One (Global Expansion Playbook):