Talent Lead
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Job Description
Our team is the secret to our success, and we are about to grow it hard. Over the next 18 months we need to hire the engineers who will take our deployable solar arrays from qualification to a factory built for 100 MW a year. These are senior, scarce, often international profiles, and most of them have never heard of us yet.
Job Description
Our team is the secret to our success, and we are about to grow it hard. Over the next 18 months we need to hire the engineers who will take our deployable solar arrays from qualification to a factory built for 100 MW a year. These are senior, scarce, often international profiles, and most of them have never heard of us yet. To pursue our vision, we are looking for a Talent Lead, reporting to the CEO. This is a recruiting role, not an HR role. You own the hunt: finding, convincing and closing exceptional people for a company whose name does not yet do the work for you, and building the system that keeps that working as we grow.
Your Mission Will Be To
- Make people want to join a company they have not heard of. Work out why a senior engineer should take our call, and turn that into the messaging, channels and candidate journey that get them to yes
- Run every search end to end
- Own each open role from brief to signed offer
- Source directly for the roles where inbound will never be enough, and use agencies where they earn their fee rather than by default
- Close international candidates
- Build the hiring system a 50-person plan needs
- Choose the tooling, set the process and track the data that tell us whether hiring is working
- Make hiring managers better at hiring: sharp briefs, structured interviews, fast decisions, and a candidate experience worthy of the people we want
- Shape the plan itself
- Own the headcount plan with the CEO and leadership team: which roles first, at what seniority, and what the market will and will not give us
- Bring what you learn about compensation and availability back into org design and offer decisions
Requirements
- 6-10 years of recruiting experience, at least part of it in-house, with a substantial share spent hiring senior technical or engineering profiles
- You have recruited without a household name behind you - at a startup, a scale-up, or an industrial company nobody had heard of yet - and you know how to make people take the call anyway
- Proven end-to-end ownership: you have run searches from brief to close, with the funnel numbers to show for it
- Track record of switching domains: the roles you have hired for map to ours, or you have shown you can learn a new technical field fast enough to calibrate candidates in it credibly
- Real experience with recruiting tooling and automation : you can name what you built, what it replaced, and what it changed
- You enjoy the chase. Priorities flip, headcount doubles, budgets don't - you find that energizing rather than tolerable
- Fluent English; working French is a plus for the French part of the pipeline
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