Global Talent Scout

Hi, we’re Back Market.

We’re here to help make tech reliable, affordable, and better than new. We're a global marketplace for refurbished devices, helping lower our collective environmental impact by providing trustworthy, affordable tech with 92% less carbon emissions than new.

Yep, you read that right. Turns out refurbished tech is way better for the planet than new. In fact, With every device purchased on Back Market, our positive impact on the planet grows. From our Customer Care representatives to our software engineer, every individual at Back Market cuts the planet — and consumers — a break. Our mission is simple: to do more with what we already have.

Are you ready to join us?

Talent scouting is the strategic process of identifying, assessing, and attracting individuals with high potential who can contribute significantly to an organisation’s success. Unlike traditional recruiting, talent scouting emphasises proactive search and long-term relationship-building, often targeting passive candidates who aren’t actively seeking new opportunities.

RESPONSIBILITIES

Long-Term Pipeline

• Proactively search for and identify high-potential individuals long before job openings arise targeting passive candidates

• Build and animate a pipe of 80–120 profiles in active relationship across priority families

• Maintain 20–30 profiles at advanced maturity (availability within 6 months) at all times

• Define talent requirements in collaboration with the Head of TA and hiring managers and anticipate future skill gaps before they affect productivity

• Develop talent pipelines that ensure continuity in leadership and expertise, supporting succession planning efforts by identifying future leaders in line with D,E&I rules

• Maintain relationships with past and current candidates to build a durable, reactivable network

Referrals

• Design and animate the internal referral programme and make every Back Maker a talent ambassador

• Track conversion by source and vertical

Employer Brand & Content Strategy

• Deliver Back Market’s employer brand narrative across all talent-facing channels

• Build and execute the LinkedIn content strategy: posts, articles, employee spotlights, behind-the-scenes stories (in line with External Comm)

• Launch and produce a Back Market talent podcast, video, youtube channel… : interviews with internal leaders, industry voices, and future talent

• Create and distribute a recurring talent newsletter targeting passive candidate communities

• Track Back Market’s reputation on Glassdoor and specialist forums : respond, engage, improve

• Develop recruitment marketing strategies that position Back Market as a destination employer in tech, product, and data

Community Management & Networking

• Build and animate talent communities around Back Market’s key hiring verticals (tech · product · design · data · exec - D,E&I)

• Represent Back Market at industry events , not just conferences where top talent gathers informally

• Attend tech meetups, product conferences, exec forums, and unconventional networking spaces to discover potential talent

• Network with universities, bootcamps, professional associations, and industry institutions

• Build and animate an internal ambassador programme : equip Back Makers to represent the company in their own communities

• Engage with potential candidates through social media and face-to-face meetings : build genuine relationships, not transactional exchanges

Market Intelligence

• Map competitor hiring activity and talent movements

• Identify availability signals for key profiles (movements · fundraising · restructurings · layoffs)

• Maintain continuous