Technical Talent Partner

Running Jobbbler's internal demo organization day to day falls to just a five-person team, and hiring for that team now needs a dedicated recruiter rather than whichever engineer happens to have a free afternoon between sprints to sit in on interviews.

You design interview loops for software engineering and product roles, calibrate scorecards with hiring managers until they agree on what a strong answer looks like, and build sourcing plans that reach candidates outside the referral networks leaned on so far. A second focus is talent analytics: tracking pass-through rates by stage and pointing to where a loop introduces friction. Interview panels stay deliberately small, with a single structured debrief replacing the free-for-all discussion candidates describe from other processes.

Required: hands-on technical sourcing experience, comfort designing interview loops and calibrating scorecards with engineering hiring managers, and enough fluency with talent analytics to point to a specific stage rather than a vague impression. This seat calls for around six to eight years of recruiting experience, including some of it spent leading process changes rather than only running requisitions. Experience recruiting specifically for design roles is not required.

The position is onsite in London on a fixed-term contract, working alongside the small internal team that keeps the rest of the demo organization running. You report to the head of people operations for the length of the contract. Expect your first two weeks spent shadowing the existing loop before you are handed a live requisition to redesign on your own.