Principal Talent Partner

Teya

Hello. We’re Teya. Teya was founded on a simple belief: local businesses deserve better. They are the cafés, restaurants, salons, shops and entrepreneurs that bring character to our high streets, create jobs and keep communities moving. Yet for too long, financial services has made life harder for them - with clunky tools, poor support and complexity that gets in the way of running a business. Teya exists to change that. We’re building a financial platform for local businesses across Europe - one built around simple tools, thoughtful design and real human support. Our Members rely on us to help them run their business with confidence, and that responsibility shapes the way we work. We move fast. We care about quality. We stay close to the detail. And we believe great performance and genuine hospitality should go hand in hand. If you want to build meaningful products, solve real problems and make a genuine difference for local businesses, we’d love to hear from you YOUR MISSION Raise Teya's engineering talent bar — and keep raising it. You'll be a strategic partner to engineering leadership, owning hiring outcomes for our most critical roles and leading the initiatives that make our process faster, fairer, and more consistent across every location. We're deliberate about talent density: a small number of exceptional engineers compounds faster than a large number of good ones. So you won't just fill roles — you'll help design the system that ensures every hire meaningfully raises the collective bar, using AI-assisted tooling and modern sourcing to move at speed without trading away quality. Who you hire matters more than how many you hire. You'll sit in the central Talent Acquisition team, reporting to the Head of Talent Acquisition, and work hand-in-hand with the people who shape engineering at Teya: * VPs and Directors of Engineering — on workforce planning and hiring priorities. * Engineering Managers and Principal Engineers — on interview design, bar-raising, and selection decisions. * Talent and People Partners — keeping levelling, expectations, and progression aligned with Teya's Career Framework. You'll be the go-to voice on what "great" looks like in engineering hiring, and you'll help others across the business raise their game. YOUR RESPONSIBILITIES * 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. YOUR RESPONSIBILITIES * 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. HOW WE HIRE 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. THE PERKS * We trust you, so we offer flexible working hours, as long as it suits both you and your team. * Physical and mental health support through our partnership with GymPass, giving free access to over 1,500 gyms in the UK, 1-1 therapy, meditation sessions, and digital fitness and nutrition apps. * Our company offers extended and improved maternity and paternity leave choices, giving employees more flexibility and support. * Cycle-to-Work Scheme. * Health and Life Insurance. * Pension Scheme. * 25 days of Annual Leave (plus Bank Holidays). * Office snacks every day. * Friendly, comfortable, and informal office environment in Central London. Teya is proud to be an equal opportunity employer. We are committed to creating an inclusive environment where everyone regardless of race, ethnicity, gender identity or expression, sexual orientation, age, disability, religion, or background can thrive and do their best work. We believe that a diverse team leads to better ideas, stronger outcomes, and a more supportive workplace for all. If you require any reasonable adjustments at any stage of the recruitment process whether for interviews, assessments, or other parts of the application—we encourage you to let us know. We are committed to ensuring that every candidate has a fair and accessible experience with us.

Supercell

THE BEST TEAMS DON'T HAPPEN BY ACCIDENT. THEY ARE BUILT THROUGH GREAT LEADERSHIP, CONTINUOUS LEARNING, AND AN ENVIRONMENT WHERE PEOPLE CAN DO THEIR BEST WORK. AS OUR TALENT & CAPABILITY BUSINESS PARTNER, YOU'LL HELP SHAPE ALL THREE. At Supercell, we believe that great teams make great games. Behind every successful team is an environment where people can grow, develop their craft, and do the best work of their career. We’re looking for a Senior Talent & Capability Business Partner (Internal title: Talent Partner) to help shape that environment. In this role, you’ll work closely with leaders, People Partners, and teams across Supercell to strengthen talent, leadership, and organisational capability. You’ll help identify what our people and teams need to thrive today while building the foundations that help us succeed tomorrow. This is a role for someone who enjoys thinking strategically and making things happen. You’ll partner with leaders on succession planning, talent development, and capability building while designing practical solutions that support both individual growth and business needs. Most importantly, you’ll help ensure Supercell remains a place where exceptional people can learn, grow, and make a meaningful impact. WHAT YOU'LL BE DOING * Partner with People Partners and leaders to understand future talent and capability needs. * Lead succession planning for critical roles, including successor identification, readiness assessments, and development planning. * Build and maintain talent pipelines for key and feeder roles across the organisation. * Identify capability gaps and translate them into clear development priorities at both individual and organisational level. * Design, implement, and evaluate learning roadmaps that sequence development over time, connecting capability gaps to milestones and measuring progress against them. * Design and deliver targeted talent and leadership development initiatives — and where needed, commission and manage external vendors or programme designers to build organisation-specific solutions that fall outside the scope of Central L&D. * Build talent and capability plans that connect succession, development, performance, and learning. * Partner with Talent Management specialists and People Partners to evolve talent practices and frameworks. * Partner with Central L&D and Craft Delivery to ensure development solutions are well designed and effectively delivered. * Support talent reviews and help leaders make informed decisions about development, mobility, and succession. * Use data and AI tools to improve how we identify, develop, and grow talent. * Contribute to a culture of learning, feedback, and continuous improvement. WHAT YOU HAVE * 7–10 years of experience across talent management, organisational development, and leadership development. * A background that spans talent management, L&D programme design and delivery, and strategic people partnering — or equivalent depth in at least two of these with demonstrated curiosity and capability in the third. * Hands-on experience with succession planning, talent reviews, and capability development. * Experience partnering with senior leaders on people and organisational topics. * A track record of designing and delivering talent or learning initiatives that created measurable impact. * Experience designing, implementing, and evaluating learning roadmaps — not just individual programmes. * Experience commissioning and managing external vendors or programme designers for organisation-specific development needs. * Strong facilitation, stakeholder management, and communication skills. * The ability to turn business needs into practical talent and capability plans. * Experience working in a global, fast-moving, or highly autonomous organisation. * Comfort working with data to identify issues, inform decisions, and measure impact. * Experience using AI to improve the quality, speed, or effectiveness of your work. * Good judgement about where AI can support decisions and where human judgement should remain central. * A proactive, collaborative approach and the ability to navigate ambiguity and remain pragmatic. * Curiosity, humility, and a genuine desire to help people and teams grow. WHAT SUCCESS LOOKS LIKE In your first 6 months: * You have built trusted relationships with your assigned People Partners and leadership team members, and are seen as a credible and neutral thought partner. * You have a clear picture of the critical roles, current successors, and key capability gaps across your assigned organisations. * You have contributed to the design and iteration of Supercell’s talent management framework, including succession planning processes. * You have begun development planning with identified high-potential individuals and successors. * You have established a rhythm for talent reviews and succession conversations with your key stakeholders. By the end of your first year: * Succession plans are actively being used when leadership transitions occur — the work is influencing real decisions. * You have measurably closed capability gaps identified in your initial assessments, with clear evidence of progress against development plans. * You have designed, implemented, or commissioned at least one learning roadmap or organisation-specific development programme. * You are recognised by leaders and People Partners as the go-to partner for talent and capability topics in your domain. * You have contributed to making Supercell’s talent management practices more structured, consistent, and data-informed. * High-potential individuals you work with report that their development is on track and that they feel supported in their growth. WHERE YOU'LL BE This role can be based in either Helsinki or London. You’ll work closely with leaders, People Partners, and specialists across multiple locations and teams. While much of the work can happen through strong remote collaboration, regular in-person connections are important for building trusted partnerships and understanding the needs of our teams. To be successful in this role, you’ll be expected to travel regularly between our offices. ––– That's it about the role! Below, we've gathered some things we feel are important for you to know. Totally optional, but a highly recommended read. Once you're ready to apply, just send us your application through the form on the bottom of the page. ––– ABOUT SUPERCELL Supercell is a games company from Helsinki, Finland, with offices also in San Francisco, Seoul, Shanghai, and London. You might know us as the makers of Hay Day, Clash of Clans, Boom Beach, Clash Royale, and Brawl Stars. Our mission is to create great games that as many people as possible play for years and that are remembered forever. So, how do we make great games? By putting together the best teams and giving them the freedom and independence to succeed. And by taking risks, failing, sharing learnings, and killing lots of projects. HEY, YOU MIGHT LOVE IT HERE! Independent cells and trust are at the core of our culture. But it takes more than that to make great games. We take good care of our people, providing them with the compensation, work environment, and resources they need to succeed while having fun along the way. YOU ARE NOT YOUR JOB TITLE ™ Here, you won’t need to focus on chasing titles or climbing ladders. Internally, our job titles don’t include prefixes like Senior, Junior, Principal, or Director. Recognition isn’t tied to your title, as it doesn't define the impact you can have around here. BENEFITS AND COMPENSATION Luring you in with glitter, glamour, and gems isn't what we're about. We want you to enjoy your time here fully, so we structure our compensation and benefits with that in mind. It starts with perceiving you as a human being, not a resource. RELOCATION? YES! No matter where you’re moving from, our dedicated mobility team and partners will support you throughout your move. We’ll ensure the process is as smooth as possible for you and anyone joining you – whether they’re family members of the human or animal kind! NOT SURE IF YOU SHOULD APPLY? Many candidates with great skills and experience second-guess themselves. The bar is high, but if this role excites you, apply! We’re here to help you succeed. Also, we're happy to learn about any specific accommodations you may need to fully engage in our recruitment process. Wishing you all the best, The Supercell Recruitment team

Lendable

ABOUT LENDABLE Lendable is on a mission to build the world's best technology to help people get credit and save money. We're building one of the world’s leading fintech companies and are off to a strong start: * One of the UK’s newest unicorns with a team of just over 700 people * Among the fastest-growing tech companies in the UK * Profitable since 2017 * Backed by top investors including Balderton Capital and Goldman Sachs * Loved by customers with the best reviews in the market (4.9 across 10,000s of reviews on Trustpilot) So far, we’ve rebuilt the Big Three consumer finance products from scratch: loans, credit cards and car finance. We get money into our customers’ hands in minutes instead of days. We’re growing fast, and there’s a lot more to do: we’re going after the two biggest Western markets (UK and US) where trillions worth of financial products are held by big banks with dated systems and painful processes. JOIN US IF YOU WANT TO 1. Take ownership across a broad remit. You are trusted to make decisions that drive a material impact on the direction and success of Lendable from day 1 2. Work in small teams of exceptional people, who are relentlessly resourceful to solve problems and find smarter solutions than the status quo 3. Build the best technology in-house, using new data sources, machine learning and AI to make machines do the heavy lifting ABOUT THE ROLE Lendable is hiring a Strategy & Operations Manager (US Back Office), (UK- based) to join our Operations function. This is a role for someone from an analytical or operational background who is unusually good at getting to the bottom of a problem and making something happen. You will take full ownership of fraud and complaints at Lendable (US). Understanding how things work today, identifying what needs to change, and leading the work that fixes it. You do not need to have done this specific job before. We are looking for someone who thinks clearly, works from data, and can manage real casework alongside building the processes and tools that reduce how much of it there is. YOUR IMPACT Own the function end-to-end Embed into fraud and complaints operations, map current processes, and redesign them from first principles. Identify what can be automated, what needs better tooling, and where the biggest risks sit. Be the person who understands this part of the business better than anyone else. Run the casework Manage day-to-day fraud investigations and customer complaints alongside the team, ensuring cases are resolved accurately, quickly, and in line with regulatory requirements. At Lendable, we believe in being close to the problem - working directly with the customer experience so we understand what needs fixing, not just what the data says. Keep clear records so every decision can be explained and audited. Drive improvement through data Pull and interpret data yourself to surface patterns - in fraud typologies, complaint root causes, and resolution quality. Define the metrics that matter, build the reporting to track them, and translate findings into clear recommendations for senior leadership. Feed trends and emerging risks back to the team regularly so the business can stay ahead of problems rather than reacting to them. Stay current Keep on top of what is happening in the world of fraud; new attack vectors, regulatory developments, and industry best practices. Bring that knowledge into how we operate and share it across the team. Deliver improvement projects Scope and execute projects that make the fraud and complaints function better: faster, more accurate, less manual. Work cross-functionally with Product, Engineering, and Compliance to bring initiatives to completion and confirm they are working as intended. Manage vendor relationships Own relationships with any third-party providers that support fraud detection or complaints handling. Set clear performance expectations, track delivery, and escalate where things are not working. YOUR EXPERIENCE * A track record of owning and delivering complex projects in a fast-moving environment. The subject matter does not have to be fraud or complaints specifically * Strong hands-on analytical ability: comfortable pulling and interpreting data yourself, not just commissioning it from someone else * Clear, direct communicator who can explain complicated situations simply - in writing, in a deck, and in a room with senior stakeholders * Lateral thinker willing to challenge how things have always been done * Comfortable managing a mixed workload and team: some of this role is structured project work, some is reactive case handling, and the balance will shift * Genuine interest in how technology and AI are changing how operational functions should be built * Experience in financial services or a regulated environment is useful but not required. We value transferable skills and fresh perspectives INTERVIEW PROCESS 1) 15 minute Online Assessment 2) 30 minute call with a member of the Talent Team 3) A 45-minute case study 4) Final interviews with the Principal of Operations, COO and US MD WORKING ARRANGEMENTS This role is based in Lendable's London office. Given the US market focus, working hours can be adjusted to provide meaningful overlap with US time zones. The exact schedule will be agreed on hire but initial hours are 10am - 7pm UK time. LIFE AT LENDABLE * Winning team: the opportunity to scale up one of the world’s most successful fintech companies * Flexible working: flexible approach tailored to each role. Hybrid roles require three days in-office weekly; fully remote roles include regular opportunities for in-person connection through socials and off-sites * Socials & connection: opportunities and events to come together, socialise, and get to know each other beyond the office walls * Health coverage: support for your physical and mental wellbeing, including private health cover * Retirement & savings: long-term financial wellbeing through retirement savings plans * Employee referral programme: earn a competitive bonus when you refer successful new team members * Office meals & snacks: enjoy a fully stocked kitchen, plus complimentary lunches prepared by in-house chefs on in-office days at select locations * Sustainable commuting: cycle-to-work and electric vehicle salary sacrifice schemes available in select locations Please note: The availability and details of specific benefits vary by location and role. For more information, please speak to your Talent Partner. Check out our blog!