Senior Talent Acquisition Manager

Legora

ABOUT US Legora is redefining how legal work gets done. Not built for lawyers, built with them. We work alongside the world’s best legal teams, who expect excellence, precision, and speed, and we hold ourselves to the same bar. Our AI-native workspace lets legal professionals move faster, think more clearly, and operate with sharper precision. By analysing thousands of documents in minutes and powering end-to-end workflows, we cut through complexity, teams can focus on what matters: judgment, strategy, and outcomes. 1,000+ customers across 50+ countries trust us, including Cleary Gottlieb, Goodwin, Linklaters, White & Case, Dentons, and Barclays. We’ve scaled to $100M+ in ARR, with teams across Europe, North America and APAC, and continue to expand through acquisitions including Qura, Walter AI and Graceview. We partner with world-class performers: including Aaron Judge and the New York Yankees, Ludvig Åberg (and his caddie), and campaigns featuring Jude Law. Joining Legora means three things. * We lean in: ownership over titles, outcomes over intentions. * We fight for excellence: high standards, direct, ego-free feedback. * We grow together: as a team and with our customers. Mission before ego. Everyone contributes. No one coasts. If you’re driven by impact, pace, and raising the bar. This is the place. THE ROLE Legora has grown from 40 to more than 600 people in 18 months. During that time, we reached $100M ARR, tripled our valuation in five months, and continued expanding into new markets around the world. Our Talent Acquisition function is now entering its next chapter. The processes, standards, and hiring approach that support our next phase of growth are being built today, which you’ll play a significant part in. You'll work closely with senior leaders from day one and play a key role in shaping how Legora hires and scales. What you’ll do Revenue growth depends on having the right commercial talent in place, fast, and at a high bar. As a Talent Partner, you will own that directly. You are not a support function for the Go To Market (GTM) team. You are a commercial operator in your own right, accountable for the quality and velocity of the people who drive Legora's growth. You will own end-to-end hiring across GTM in EMEA, working closely with senior leaders who are genuinely invested in recruiting, trusted to make high-impact decisions on hiring and team composition. Specifically, you will: * Own full-cycle recruitment across UK&I, partnering closely with hiring managers to define role scope, success profiles, and hiring strategies aligned to business priorities. * Help shape how Talent operates at Legora, contributing beyond hiring to process design, programs, tooling, and broader People initiatives. * Build and nurture proactive talent pipelines for critical and future hiring needs, ensuring we stay ahead of demand rather than reacting to it. * Run structured, data-informed hiring processes that balance quality, pace, and consistency while maintaining a high bar for talent. * Deliver an exceptional candidate experience from first conversation through to offer, acting as a trusted and credible ambassador for Legora throughout. What you bring You understand that hiring decisions are business decisions, and you hold yourself accountable to the same outcomes as the teams you hire for. You're hands-on, sharp, and trusted by senior leaders to shape teams that win. We're looking for: * 5+ years in talent acquisition in a high-growth environment, startup, scaleup, or VC-backed company, with meaningful depth hiring GTM talent. * A proven track record hiring high-performing GTM talent across the seniority levels that matter most at this stage of growth. * Genuine commercial acumen. You understand OTE structures, quota attainment, and how a hire affects revenue trajectory, and you use that fluency to advise hiring managers and close exceptional candidates. Legora is an Equal Opportunity Employer At Legora, we believe great teams are built on diversity of thought and experience. We’re proud to be an equal opportunity employer and committed to creating an inclusive, high-performance culture where everyone can do their best work. We welcome people of all backgrounds and don’t discriminate based on race, color, religion, national origin, gender, gender identity or expression, sexual orientation, age, disability, veteran status, or any other characteristic protected by law.

Legora

ABOUT US Legora is redefining how legal work gets done. Not built for lawyers, built with them. We work alongside the world’s best legal teams, who expect excellence, precision, and speed, and we hold ourselves to the same bar. Our AI-native workspace lets legal professionals move faster, think more clearly, and operate with sharper precision. By analysing thousands of documents in minutes and powering end-to-end workflows, we cut through complexity, teams can focus on what matters: judgment, strategy, and outcomes. 1,000+ customers across 50+ countries trust us, including Cleary Gottlieb, Goodwin, Linklaters, White & Case, Dentons, and Barclays. We’ve scaled to $100M+ in ARR, with teams across Europe, North America and APAC, and continue to expand through acquisitions including Qura, Walter AI and Graceview. We partner with world-class performers: including Aaron Judge and the New York Yankees, Ludvig Åberg (and his caddie), and campaigns featuring Jude Law. Joining Legora means three things. * We lean in: ownership over titles, outcomes over intentions. * We fight for excellence: high standards, direct, ego-free feedback. * We grow together: as a team and with our customers. Mission before ego. Everyone contributes. No one coasts. If you’re driven by impact, pace, and raising the bar. This is the place. The Role Legora has grown from 40 to more than 600 people in 18 months. During that time, we reached $100M ARR, tripled our valuation in five months, and continued expanding into new markets around the world. Our Talent Acquisition function is now entering its next chapter. The processes, standards, and hiring approach that support our next phase of growth are being built today, which you’ll play a significant part in. You'll work closely with senior leaders from day one and play a key role in shaping how Legora hires and scales. What you’ll do Product velocity depends on having the right engineering and technical talent in place, fast, and at a high bar. As a Talent Partner, you will own that directly. You are not a support function for the Engineering, Product, Design (EPD) team. You bring genuine craft to how technical hiring gets done, and you're accountable for the quality and pace of the people who build Legora's product. You will own end-to-end hiring across EPD in UK&I, working closely with senior leaders who are genuinely invested in recruiting, trusted to make high-impact decisions on hiring and team composition. Specifically, you will: * Own full-cycle recruitment across UK&I, partnering closely with hiring managers to define role scope, success profiles, and hiring strategies aligned to business priorities. * Help shape how Talent operates at Legora, contributing beyond hiring to process design, programs, tooling, and broader People initiatives. * Build and nurture proactive talent pipelines for critical and future hiring needs, ensuring we stay ahead of demand rather than reacting to it. * Run structured, data-informed hiring processes that balance quality, pace, and consistency while maintaining a high bar for talent. * Deliver an exceptional candidate experience from first conversation through to offer, acting as a trusted and credible ambassador for Legora throughout. What you bring You understand that hiring decisions are business decisions, and you hold yourself accountable to the same outcomes as the teams you hire for. You're hands-on, sharp, and trusted by senior leaders to shape teams that win. We're looking for: * 5+ years in talent acquisition in a high-growth environment, startup, scaleup, or VC-backed company, with meaningful depth hiring EPD talent. * A proven track record hiring high-performing EPD talent across the seniority levels that matter most at this stage of growth. * The ability to hold a credible conversation with an engineering or product leader about what strong looks like. You understand the difference between a good CV and a good hire in technical roles, and you don't lower the bar when searches get hard. * Experience partnering with senior stakeholders on hiring strategy and team build-out, not just executing briefs, but shaping them. * The ability to run multiple complex searches without losing quality or pace. * Comfortable in ambiguity with a bias toward action. You build a structure where none exists and move without waiting for perfect conditions. * Collaborative but direct. You influence and challenge senior stakeholders when needed, and you drive decisions rather than defer them. Legora is an Equal Opportunity Employer At Legora, we believe great teams are built on diversity of thought and experience. We’re proud to be an equal opportunity employer and committed to creating an inclusive, high-performance culture where everyone can do their best work. We welcome people of all backgrounds and don’t discriminate based on race, color, religion, national origin, gender, gender identity or expression, sexual orientation, age, disability, veteran status, or any other characteristic protected by law.

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.