teya - Senior Talent Partner (Engineering)

• Own end-to-end hiring for our most critical and complex engineering roles (senior ICs, leads, niche profiles) across London, Porto and Latvia — with a bar-raiser lens on every hire. • Co-design and lead centralised pipelines for core engineering families, so we think globally about talent instead of team-by-team. • Run high-quality hiring manager intakes that turn lean briefs into clear role definitions, success outcomes, levelling and interview plans. • Standardise interview loops and rubrics so candidates are assessed fairly and signal is comparable across teams and geographies. • Lead debriefs and decision-making — making evidence-based calls and keeping our technical bar high, including advocating for a no-hire when the signal doesn't meet the standard. • Design and run sourcing strategies for hard-to-hire profiles, including AI-assisted outreach and agents, outbound campaigns, events, and partnerships with external communities. • Coach and upskill hiring managers and interviewers on structured interviewing, candidate experience, decision quality, and what talent density means in practice. • Own recruiting metrics for your areas (time-to-fill, offer acceptance, pass-through rates, quality-of-hire) and present insights and trade-offs to leadership. • Drive cross-functional projects that improve how we hire engineers — levelling clarity, interview training, employer brand, and AI tooling that makes us faster without lowering the bar. • Extensive experience in technical recruiting / talent partnering, with time in high-growth tech, fintech, or product-led companies. • A track record owning senior engineering hiring — Senior/Staff Engineers, Engineering Managers, Security/Platform specialists — across multiple locations. • Experience designing or overhauling hiring processes: centralised pipelines, interview structures, rubrics, or calibration — ideally with a talent-density or bar-raiser philosophy at the centre. • Comfort operating with senior stakeholders — you can challenge, influence, and bring people together around a clear plan. • Deep, creative sourcing capability, including practical use of AI tools for outreach personalisation, sourcing automation, and pipeline analytics. You open new talent pools rather than competing in the same ones as everyone else. • Strong analytical skills — you're used to building dashboards, spotting bottlenecks, and using data to prioritise your time and experiments. • A builder's mindset — you fix broken processes rather than work around them, and ambiguity energises you. • A genuine interest in engineering and product, and an instinct for how great teams are built and scaled — and a belief that who you hire matters more than how many. • Structured, fair, and fast. Here's roughly what to expect: • 1. Intro — a first conversation with the Head of Talent Acquisition. • 2. Craft — how you build pipelines, loops and rubrics. • 3. Stakeholders — partnering with engineering leadership. • 4. Bar-raiser — talent density in practice, with data. • 5. Offer — decision, feedback, and welcome.