Talent Acquisition Lead

Shoparize

COMPANY Shoparize builds performance-driven comparison shopping technology across 21 European markets. Our platform processes millions of product matches connecting shoppers with the best offers and giving retailers the tools to compete at scale. We're not a startup finding product-market fit — we have it. We're a scale-up executing on a clear path to a solid FTE-plan by 2027. We offer real ownership early, a flat structure with direct access to decision-makers, and work that is commercially consequential. DESCRIPTION We're hiring an HR Manager & TA Lead to own the people function end-to-end — HR, recruitment, employer brand, and office management — inside our CFO branch. No one micromanaging the function. You set the priorities, run the processes, and deliver. Office management currently sits without a dedicated owner. In the near term you carry it. As we scale toward target structure, a dedicated Office Manager is planned — until then, this is part of the job. ROLE What you’ll own. Talent Acquisition * Full-cycle recruitment: scoping, sourcing, process, offer, onboarding * Proactive outbound via LinkedIn; external agencies for hard-to-fill or specialist roles * Manage agency relationships: briefing, quality control, fee structure, performance * Manage EOR provider relationships for employees engaged outside the Netherlands * Target: time-to-hire under 45 days — track it and manage to it Employer Brand * Own Shoparize's careers presence: LinkedIn, careers page, how we show up to candidates * Position us as a destination for commercially-minded people who want real ownership in a scaling European tech business * Define and maintain a high-quality, consistent candidate experience from first contact to offer HR Operations & Compliance * Full employee lifecycle: contracts, onboarding, changes, offboarding — compliant and clean * Dutch employment law and GDPR/AVG for people data * Payroll inputs with Finance including cross-border and EOR complexity * HR casework: sound judgement, documented outcomes HR Strategy * Advise CFO and leadership on compensation, workforce planning, org design * Meaningful HR metrics: retention, headcount cost, time-to-hire, engagement * Build the business case for a second HR hire as we scale toward a stable employee base Office Management * Day-to-day running of the Amsterdam office: facilities, supplies, vendors, access * Onboarding logistics: workspace setup, equipment, tools for new joiners * Team events and offsites — logistically owned, not delegated. What we expect.  The stakeholder environment is senior, direct, and occasionally challenging. You hold your ground — on process, on compliance, on what is and isn't the right call — with confidence and without drama. * Autonomous by default: you decide what needs doing and do it * Backbone when it counts: HR exists to make the business better, not to rubber-stamp leadership * Lean mindset: external specialists for legal/tax complexity — not empire-building * Direct: no jargon, no preamble, difficult messages delivered professionally * Commercially aware: people decisions connect to the P&L --- Your profile.  * 5+ years HR with genuine ownership of both operations and recruitment * Solid, practical knowledge of Dutch employment law * Proven direct sourcing track record (LinkedIn Recruiter) * Experience managing external agency and EOR provider relationships * Composure and confidence in senior stakeholder environments * Strong Dutch and English — both required * Scale-up background preferred (20–100 employees) * Multi-country EU employment experience a strong plus --- * Competitive base + performance bonus * Real ownership of a function that matters, with a clear path to building a small team * 25 days annual leave · ClassPass · travel reimbursement · company laptop * Hybrid: Amsterdam HQ with flexibility --- Apply via LinkedIn or reach out directly.

Backbase

Backbase is evolving into an AI-native organization. As the pace of change accelerates — in our product, our go-to-market, and the way we build teams — Talent Acquisition is becoming a strategic function, not a support function.     We are looking for a Talent Acquisition Business partner to be the recruitment partner for our Services Department , a complex team to recruit for, with global reach, unpredictable demand cycles, and a delivery-focused talent profile that requires a recruiter who can stay ahead of the curve. This role sits at the intersection of hands-on delivery and strategic partnership. You'll own the full recruitment cycle for the Services department — building real relationships with hiring managers, aligning priorities, and being the person in the room who brings insight, not just candidates. You'll also lead and develop two recruiters, helping them grow while keeping the team's standards high. What you'll own ● Strategic partnership with Services: Be the dedicated TA partner for the Services department — not just a supplier, but a trusted advisor who understands the team's structure, priorities, and challenges. Run weekly stakeholder check-ins, align on hiring plans before demand hits, and make sure TA commitments are delivered with clarity and pace. You're accountable for the relationship, not just the roles. ● End-to-end recruitment delivery: Own the full cycle for your portfolio — from intake and requirement-setting through to offer. Lead structured intakes that produce real clarity on the brief. Run candidate pipelines with discipline, maintain healthy conversion rates, and keep a clear view of what's open, upcoming, and on-hold at all times. When demand outpaces capacity, you escalate early — not after the damage is done. ● Sourcing & pipeline building: Source proactively for your assigned roles — choosing channels based on the market and the profile, not habit. Build and maintain passive pipelines for high-priority and recurring role types so you're never starting from zero. Use Backbase EVP messaging consistently in outreach and apply candidate feedback to refine it over time. ● Market insight & data-led advising: Bring the outside in. Use market data to advise hiring managers on realistic expectations — talent availability, time-to-hire, compensation benchmarks. Track competitor hiring activity and surface relevant signals to your HRBP. Your value isn't just filling roles; it's helping the business make better hiring decisions. ● Structured assessment & quality of hire: Run structured screening aligned to the role brief and competency model. Call it out when interviewer feedback is inconsistent or unconvincing. You're a guardian of the quality bar, not just a facilitator of the process. ● AI-assisted recruiting: Use AI tools actively to improve the quality of briefs, outreach, and research. Keep ATS data clean and support team reporting. You use pipeline data to manage role health and communicate progress with confidence. ● Team development & contribution: Lead two recruiters — giving structured feedback, supporting their development, and helping them grow without doing the work for them. Share learnings and best practice in team rituals and retros. Contribute to team initiatives beyond your own portfolio. The team wins together or not at all.     ● Solid full-cycle recruiting experience, ideally within a B2B SaaS, fintech, or professional services environment — you know what great looks like in these talent markets. ● A track record of genuine stakeholder partnership — not just status updates, but real advisory relationships where hiring managers come to you for input, not just candidates. ● Comfortable holding the line on quality — able to push back on a weak brief, challenge an unconvincing scorecard, and advocate for the candidate experience without losing the room. ● Experience using or implementing AI tools in a recruiting workflow — you're curious about what's possible and practical about how you apply it. ● Data-literate — you use pipeline metrics and market benchmarks to frame conversations with hiring managers, not just to report upwards. ● Experience mentoring or guiding experienced colleagues — you're ready to step into a lead role and know that developing others is part of the job, not a distraction from it. ● Structured and organised under pressure — you can manage a complex portfolio across multiple markets and still communicate with clarity when things shift. ● You are already based in Amsterdam — the Services team you'll be partnering with is here, and in-person presence matters for building the kind of relationships this role requires.

Backbase

Talent Acquisition at Backbase is building the function that brings AI capability to recruiting, for real. As our TA Ops & AI Enablement Manager, you'll be the strategic and operational arm of our Senior TA Manager, owning the operational backbone of how we hire: the systems, data, workflows, and operating rhythm - and the recruiters who depend on them. You'll be the person who makes new AI tooling land with recruiters and change how work actually gets done on a Tuesday morning. Backbase builds the AI-Native Banking OS - the operating system that helps 120+ of the biggest banks in the world move from fragmented, legacy systems to unified, AI-native operations. Our Talent Acquisition function needs to reflect that same ambition. We're going AI-first, and this role is the connective tissue between our recruiters, our tech stack, and the AI capability we're building right now. Reasons to build with us 1. You'll operate at the intersection of AI and recruiting at a company where AI is infrastructure - built into how the company operates. 2. You'll shape how a global TA function adopts new ways of working - with real ownership over the stack, the workflows, and how change actually lands with recruiters. 3. You'll join a team that moves fast, builds things, and expects you to do the same. "We're rebuilding how the whole recruiting function works - from the ground up. The person in this role will decide where AI lands first, make sure it sticks, and set the standard for what great looks like. That's a serious mandate - and we're ready to back it." - HR Leader at Backbase     You'll own TA operations end-to-end - from the operating rhythm and tech stack to the data pipelines and AI pilots that change how recruiters spend their time. This is an operator role for someone who's deeply curious about AI, builds their own tools, and knows how to take a team through a meaningful transformation. Your scope spans systems, process, people, and governance across a global TA function. That means: ● Act as the strategic and operational arm to the Senior TA Manager - drive the TA operating rhythm (weekly pipeline reviews, hiring forums, leadership reporting, QBR prep), translate strategy into execution, and bring data to every key decision ● Own the full TA tech stack - Greenhouse, LinkedIn Recruiter, sourcing, CRM, scheduling, and assessments - including configuration, integrations, vendor relationships, license management, and data hygiene ● Map and continuously improve recruiter workflows, hiring manager experience, and candidate journeys - strip out manual steps, automate repetitive work, and reduce cycle time ● Build and maintain TA dashboards and reporting across pipeline health, time-to-fill, quality-of-hire, source effectiveness, recruiter productivity, and NPS - dashboards that people actually use ● Run interviewer enablement and hiring manager partnership - structured interview kits, scorecard hygiene, calibration sessions, and the training that keeps hiring quality consistent across regions ● Partner with our AI Architect to identify where AI lands first in the recruiting workflow, design pilots, get agents into recruiters' hands, train the team, measure impact, and iterate ● Build internal tools and workflow automations when the team needs them - using no-code and low-code platforms like Power Apps, Retool, or Glide, automation tools like Make, Zapier, or n8n, and AI app builders like Lovable, v0, Replit Agent, or Claude Projects ● Keep TA processes GDPR-aligned and data-minimizing across recruiters working in India, the US, EMEA, and APAC - sensible governance over AI in candidate processes, without blocking experimentation ● Translate recruiter pain into concrete AI use cases, and turn AI capability into something a working recruiter can pick up and run with     You're an operator who lives in both sides of this role - strong on TA fundamentals, and curious enough about AI to be building tools, running automations, and shipping things on the side. You've built real things: low-code apps, automations, custom GPTs, AI-assisted internal tools. You know TA metrics cold, you've moved teams through process and tooling shifts, and you hold your own with senior leaders, engineers, and recruiters in the same conversation. Your track record also shows: ● 5+ years in TA Operations, Recruiting Operations, or Recruiting Enablement at a global SaaS or tech company ● Deep hands-on experience with Greenhouse or a comparable ATS - admin, reporting, integrations, and configuration, not just end-user familiarity ● A genuine building habit - you've shipped low-code apps, automation workflows, custom GPTs, or AI-assisted internal tools, and you can show us what you've made ● Comfort with data - spreadsheets at minimum, BI tools like Looker, Tableau, or Mode welcome, and SQL a real plus ● A proven record of leading a team or function through a tools or process change, with a before-and-after story to back it up ● A pragmatic read on AI - you're energized by it, and you're also clear-eyed about hallucination, bias, and candidate experience risks ● Strong communication skills across levels - you can hold space with a VP, partner with an engineer, and run a recruiter training in the same day Why Backbase Backbase operates across more than 30 countries, with teams in Amsterdam, Atlanta, Hyderabad, Singapore, and beyond. We work with 120+ of the biggest banks in the world, and our people sit at the center of one of the most complex technological shifts in financial services. The scale is significant, and so is the work. We also offer: ● Hybrid working model with flexibility ● Direct access to senior leaders and cross-functional teams - no layers in the way ● A team that moves fast, values ownership, and expects you to bring your ideas to the table ● The chance to set the standard for AI-first recruiting at a company that's already building AI into its core ● A culture that rewards builders - people who ship, iterate, and raise the bar without waiting for permission