Senior Talent Acquisition Partner, Engineering

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.

Jellyfish

Jellyfish is a full service global digital agency, combining strategy, creative, data and media buying and planning expertise with technology under one integrated roof. With almost 2,000 Jellies across 38 offices worldwide, we are the unconventional global marketing partner of the future. We understand both brand and activation. We ensure our clients reach, influence and connect with the right audiences and fans based on data that reveals the insights to deliver exceptional creative solutions across any platform. In short, we create and deliver culturally relevant creativity that cuts through the clutter and sets hearts (and feeds) on fire. As part of the Brandtech Group we’re at the forefront of the deployment of GenAI tools across every aspect of what we do and in PencilPro we have the world’s No 1 generative AI platform, revolutionising the process of creative production, distribution and performance prediction. Team Overview The Talent Acquisition team is the driving force behind Jellyfish’s growth, shaping a world-class workforce that fuels our innovation and success. We are a global team of 12, based across the UK, US, Mexico, South Africa, France, Spain and India. More than just hiring top talent, we build the future of Jellyfish - connecting bold thinkers, game-changers, and visionaries with opportunities to make an impact. Role Overview Reporting to our Talent Acquisition Director, we are looking for a strategic and hands-on Senior Talent Acquisition Manager to lead our recruitment efforts during a 12-month maternity cover. In this pivotal role, you will be responsible for maintaining our hiring momentum across our global markets, ensuring we attract and hire top-tier talent. You will act as a trusted advisor to senior stakeholders, use data-driven insights from our ATS, Ashby, to refine our hiring strategies. This role is ideal for an experienced recruiter who enjoys the blend of high-level strategy, technical sourcing, and mentorship. Responsibilities * Manage the end-to-end recruitment process for a variety of roles across our capabilities, with a specific focus on technical, data, or analytics positions. * Act as a strategic partner to Department Heads and Leadership, providing market mapping, salary benchmarking, and headcount planning. * Utilise recruitment analytics (time-to-hire, source quality, conversion rates) to optimize the hiring funnel and report on progress to the leadership team. * Provide guidance, support, and mentorship to junior members of the TA team, fostering a culture of excellence and continuous improvement. * Enhance our presence in the European media market through targeted networking, events, and digital presence. * Ensure a seamless candidate experience, from initial outreach to successful onboarding. Skills and Competencies * 6+ years in Talent Acquisition, with a proven track record in the Media, Advertising, or Digital Tech industries. * Strong experience hiring for technical domains (i.e. Engineering, Data Science, or Analytics), with the flexibility to stretch and hire for multiple capabilities. * Experience using advanced ATS reporting and analytics, and an interest in using and experimenting with AI tools (e.g., Gemini, Claude). * You have the gravitas to challenge senior leaders when necessary and the empathy to guide them through complex hiring decisions. * You thrive in the fast-moving environment typical of a maternity cover, picking up existing projects quickly while identifying areas for immediate impact.

Sparta

We Are Sparta Sparta is the next-generation commodity trading platform. We give trading desks the clarity, control, and collaboration they need to move faster and trade smarter. In February 2025, we secured $42 million in Series B funding. Now we’re scaling up across the business, and it’s an exciting time to join. Our people are the driving force behind everything we do. At Sparta, you’ll be trusted to take ownership, backed by a team who wants you to succeed. You’ll be challenged, supported, and given room to grow. Because building something this ambitious takes everyone at their best. At Sparta, your work has reach. From improving our platform, to powering smarter decisions for our customers, to changing how commodity trading is done around the world. And because we’re growing fast, you won’t just build your career. You’ll accelerate it, with a level of ownership and impact you simply don’t get at bigger, more bureaucratic companies. Talent Acquisition Partner- Tech We're looking for a technically minded, commercially sharp Talent Acquisition Partner to own Product and Engineering hiring at Sparta. This is a hands-on, high-impact role for someone who lives and breathes technical recruiting — someone who understands engineers and product managers, knows how to find, engage, assess and vet them, and wants to build something from the ground up in a fast-moving scale-up. You'll own end-to-end tech recruitment across Engineering and Product, partnering directly with our CTO, CPO, and VP of Engineering. You'll deliver on live roles while also building the pipelines, networks, and employer brand presence that puts Sparta on the map in the tech talent community. This isn't a maintenance role- it's a builder role. We're keen for this role to be based in London, Barcelona or Madrid, spending time with our Engineering & Product team in the office 2 - 3 days a week. What You'll Be Doing Tech Hiring Ownership • Own and lead all tech recruitment — Engineering and Product — with the support and guidance of the TA Lead. • Act as a true recruitment business partner to tech leadership: CTO, CPO, VP of Engineering, and across their teams. • Deliver hands-on hiring across live roles — running efficient, fair, high-quality processes that engineers and hiring managers actually enjoy. • Own the full hiring lifecycle: intake, sourcing, screening, interview design, offer management, and close. Pipeline & Proactive Sourcing • Move from reactive to proactive — anticipate future hiring needs, build talent pipelines, and maintain a warm network of tech candidates. • Evangelise Sparta in tech talent communities and make sure engineers know who we are and why we're worth their attention. • Partner with the TA Lead, Engineering, and Product to organise tech hiring networking events — not just attend them. Help design and run events that bring Sparta's technical team in front of the right talent. Process & Employer Brand • Continuously diagnose and improve the recruitment process — identify friction, fix it, and raise the bar for candidate and hiring manager experience. • Help build Sparta's employer brand in the tech market — ensure Engineering and Product are well represented in how we present ourselves externally. • Automation & AI — from sourcing and outreach to process automation and reporting,, we actively seek out the best tools and technologies to help automate and accelerate our work. • Get involved with broader People processes and initiatives as Sparta scales and contribute to wider TA hiring beyond tech when needed. About You • You understand technology — you have trained or worked as an engineer in the past and can hold credible conversations with engineers and product professionals. • Background, experience, and network in tech recruiting — you've hired engineers and product managers and you know how to do it well. You understand the importance of cultural fit, you have a good understanding of what effective engineering cultures look like and can assess and screen candidates effectively. • A strong sourcing background is essential — you don't wait for inbound. You know how to proactively identify, engage, and attract tech talent, and you're comfortable building pipelines from scratch. • Hands-on experience with sourcing tools: LinkedIn Recruiter, Boolean search, and knowledge of where tech talent actually lives and how to engage them effectively. • Familiarity with an ATS — we use Ashby, and experience with it (or a comparable modern ATS) is a strong advantage. • You understand tech candidates: their motivations, compensation expectations, career drivers, and where to find them. • This could be your first in-house role after building your craft in a recruitment agency, or you may already be an experienced in-house tech recruiter. • Clear energy and genuine passion for tech and AI — you're motivated to build, improve, and stay ahead of what's happening in the space. • A natural collaborator who earns trust quickly with senior technical stakeholders and candidates alike. Why Join Sparta? At Sparta, our culture is built on innovation, collaboration, and high performance. We thrive in a fast-paced environment where initiative is celebrated, challenges are embraced, and impact is rewarded. • Own and build tech recruiting in a fast-growing scale-up that is transforming commodity trading market intelligence • Exposure to AI tools with the support and freedom to upskill — we use Claude (Anthropic) as a core tool and you'll have access from day one • Work alongside engineers and product professionals at the top of their game, and a supportive People team and TA Lead to learn from • Build your skills beyond pure recruitment delivery — get involved with employer branding, events, process design, onboarding, and broader HR work as we scale • Be the face of tech recruiting at Sparta — shape the employer brand and have real visibility across a globally distributed company • High impact, high visibility — hiring primarily in the UK and Spain, with exposure across our global footprint • Equity in a high-growth, VC-backed company • $42M Series B funding — strong market traction and investment What's the Culture Like at Sparta? At Sparta, our culture is not just a set of values written on a wall — it's a way of life. We embrace a dynamic environment where initiative is celebrated, challenges are met head-on, and innovation thrives. You'll collaborate with like-minded individuals who are passionate about our mission and deeply committed to crafting outstanding products and achieving success for our customers. Our values: • Understanding is non-negotiable: Understanding leads to believing. Believing leads to winning. The 'why' is the difference between compliance and conviction. Before we execute, we ask: why does this matter, who does it serve, what changes if we win? People who understand the mission don't need to be managed. • Ask for forgiveness, not for permission: Most decisions are reversible. Most fears are not. 90% of decisions are reversible. Make them, ship, iterate. Perfection is the enemy of efficiency. Bias for action means moving before you have all the answers, but it isn't recklessness. The rule: tell the rest of us what you did, what changed, what you learned. • Fall in love with the problem: The mission wins. Your idea doesn't have to. Solutions flatter our ego. They feel like progress. But solutions without problems are opinions, and opinions don't move customers, markets, or teammates. The goal is to find what's true, not to win the room. If your idea gets killed because a better one shows up, that's the system working. • It's your fault. Lucky you: If it's on you, it's in your control. True ownership sounds harsh until you feel how liberating it is. If every problem is yours, you stop spending energy on who to blame and start spending it on how to fix it. Effective leaders default to 'it's on me'. Not out of guilt, but out of agency. • Conflict is a gift: Honesty is an expression of care. Withholding feedback is choosing comfort over growth, yours and your colleague's. Staying silent deprives others of the chance to learn. We challenge openly and with positive intent. Done with care, this builds trust. Done with ego, it destroys it. What We Offer • Flexible working model — hybrid from our office (2 - 3 days a week) • Attractive company stock option plan • Dynamic, international work environment with a strong focus on innovation • A real performance-led business with support for you to achieve your career goals Sparta Commodities is proud to be an equal opportunity employer and promotes diversity within its workforce. We are determined that no-one will ever receive less favourable treatment on the grounds of gender, age, disability, religion, belief, sexual orientation, marital status, race, veteran status or any basis covered by appropriate law.