Talent Acquisition Lead – Forward Deployed Engineers

Talent Acquisition Lead – Forward Deployed Engineers (H/F)

• Full-time
• Contract type: Permanent contract

Our mission

We make AI software deliver the value it promises, measured in euros on the client's P&L, not in slides.

Our story

The FDE Company was founded in 2026 by Devoteam, one of Europe's leading technology consultancies, in partnership with OSS Ventures, the studio behind Europe's largest portfolio of industrial AI software. TWe embed Forward Deployed Engineers inside our clients’ operations, starting with industry and supply chain. They are engineers who write production code on the client's site, frame the business case, defend the number in front of an executive committee, and stay until the client's CFO validates the gains.

Our values

These are filters for fit, not wall decorations. They govern how we hire as much as how we deploy.

Impact, not reports. A hire is measured by what that engineer delivers in their first year, not by the number of CVs sent.

Ship in weeks. A candidate who waits three weeks for an answer has signed elsewhere.

The floor is the truth. A CV says one thing; the code, the references and the case say another. We believe the evidence.

Ownership without borders. If a step of the process is broken, you fix it, even when it belongs to someone else.

Humility as a method. "I don't understand this profile yet" is how good sourcing starts.

Why we're hiring for this role

Some engineers can hold a room with a with an operations director in the morning and ship production code in the afternoon. They are the rarest profile in European B2B software so e decided to build them ourselves. We hire fast learning juniors, train them in our FDE School, and embed them alongside senior engineers who already do the job.

That plan depends on one thing above all: finding the people. Every Senior FDE we hire opens one junior seat, so the pace of senior hiring sets the pace of the whole company. Today, hiring runs on the time of people who have other jobs: an HR partner, our technical interviewers, the managing director. You are the first person whose whole job is this. The funnel, the scorecard discipline and the playbook you build become the standard for every recruiter who joins after you.

In a nutshell

You own the FDE hiring funnel from first message to signed offer, for every rank from junior engineer to senior. You find people who aren't looking and sell them a role most of them have never heard of. You filter them against a bar we don't lower, and you run a process fast enough that the best ones don't go elsewhere.

Your main responsibilities

Source and approach directly. You reach juniors through engineering schools, apprenticeships and referrals. You reach seniors through direct approach of passive engineers in product companies, consultancies and industrial groups. You build the target lists, write the outreach and run the first conversation.

Own the front half of our process:

CV screening and ranking against the FDE scorecard;

the 25-minute fact screening (OK/KO);

the reference and track-record verification;

the async exercise for junior candidates.

You decide who moves forward, and your pass rate at the technical stage is your quality metric.

Orchestrate the back half: technical sessions with our senior engineers, the values interview, reference checks and the final decision. You keep the calendar tight, collect written feedback after every step and prepare the decision file.

Guard our candidate commitments. Every candidate gets written feedback at every stage, a GO / NO GO within a few business days and a final decision within four weeks of first contact. When we decide yes, a written offer goes out within 48 hours.

Build the pipeline before we need it. You nurture a community of FDE candidates between openings, timed to FDE School cohort dates.

Run the referral program with the group's HR and communication teams, and turn it from a one-off campaign into a steady source of hires.

Measure the funnel. You track conversion per step, source of hire, time to offer, offer acceptance and how hires perform at 90 days. You send one weekly report, one page long, to the managing director.

Prepare offers and contracts with the group's HR team, within our compensation grid.

On a day-to-day basis, you will

Read a GitHub profile and a CV side by side, and decide in five minutes whether this person has shipped production code or only describes school projects.

Call a senior data engineer who isn't looking and get a second conversation, by explaining what an FDE does better than our website does.

Tell a hiring manager in a hurry that the candidate they like failed two facts, and hold the line.

Debrief a technical intervi