Talent Acquisition Specialist — Outbound

Talent Acquisition Specialist (3+ years) — Outbound / Headhunting — IT Services (Data / AI) — Selego

Location:
Paris (hybrid)

Contract:
Full-time (CDI)

Experience:
3+ years
in Talent Acquisition
within IT services
(consulting firm / staffing / ESN) — Data / AI exposure required

Languages:
French +
professional English

About Selego

Selego is an
AI-focused startup studio and consulting firm
. We help demanding clients - from
SMBs to large enterprises
- deliver high-impact work across
Data, AI, product and build
. Today, we are
40+ consultants
across
France, Spain and Amsterdam (Netherlands)
- and we're scaling fast.

You'll work on
cutting-edge Data & AI roles
, with a team that shares our core values:

Our values (what it means in practice):

• Performance - "Become better every day" (Coaching):
  frequent feedback, high standards, clean execution — and real coaching to help you grow fast.
• Curiosity - "Stay open, explore" (Product & Client):
  ask great questions, test options, and turn learning into pragmatic solutions that deliver value.
• Collective - "Together we go further":
  share context early, help teammates win, align behind decisions, and act company-first.

Your mission

Be a
hunter-first.

Talent Acquisition Specialist: build and convert an outbound recruiting engine to staff client needs fast, especially on
Data and AI
profiles. This role is
not
about posting ads and waiting. You will combine
smart inbound
(high-quality job posts) with
strong outbound headhunting
, owning pipeline building, candidate closing, and operating with a high-performance cadence

What success looks like (clear outcomes)

1. Short time-to-staff
   on urgent client needs (speed + quality)
2. A structured, segmented
   Data/AI talent pipeline
   you can activate anytime
3. High conversion rates across the funnel (outreach → screen → interview → offer → start)
4. Strong "quality bar": candidates who perform well in mission and stay engaged
5. Tight alignment with Ops/Sales on priorities, budgets, start dates, and constraints

What you will do (hunter-first scope)

1) Outbound sourcing & headhunting (core)

• Build target lists and run high-volume, high-quality outreach on LinkedIn and relevant communities
• Write sharp multi-touch sequences, follow up relentlessly, keep an immaculate pipeline
• Map the market: referrals, warm intros, talent communities, and reactivating strong "silver medalists"

2) Smart inbound (job posts that convert)

• Publish high-quality job ads and continuously optimize them (positioning, messaging, channels)
• Ensure inbound candidates are screened fast and moved through the process with speed
• Convert inbound into a structured pipeline (no "CV pile", only qualified stages)

3) Mission-driven staffing for IT services

• Turn a client need into a shortlist: role, seniority, budget, start date, constraints → execution
• Manage multiple roles in parallel with an SLA mindset and clear prioritization
• Run fast interview loops and close candidates confidently (availability, rate, motivation)

4) Data & AI specialization (no need to be an engineer)

• Recruit across profiles: Data Engineer, Analytics Engineer, ML Engineer, GenAI Engineer, Data Scientist, Platform/Data Ops
• Spot real signals: scope, depth, seniority, impact — separate experience from buzzwords
• Produce clean candidate packs: CV quality + summary + availability + rate

5) Funnel & performance management

• Track and improve the funnel: outreach volume, reply rate, screen-to-interview, offer acceptance, no-show
• Weekly reporting that drives decisions (no vanity dashboards)
• Continuous improvement: test, learn, iterate (what converts, what doesn't, and why)

6) Internal alignment (Ops / Sales / Delivery)

• Challenge briefs: must-have vs nice-to-have, budget realism, timeline feasibility
• Keep stakeholders informed; escalate early when blocked
• Help build a repeatable end-to-end staffing process

KPIs

• Time-to-staff / time-to-hire
• Outreach performance: reply rate, conversion to screens
• Funnel conversion by stage + offer acceptance rate
• Pipeline coverage by role/seniority (ready-now / warm / cold)
• Quality indicators: client feedback, mission success, retention signals

Requirements (non-negotiable)

• 3+ years
  in Talent Acquisition within
  IT services
  (ESN / staffing / consulting)
• Proven
  outbound / headhunting
  track record (not only inbound recruiting)
• Solid familiarity with
  Data and AI
  roles and market dynamics
• High operating cadence: prioritization, pipeline discipline, clean CRM/ATS
• Professional English
  (multi-country team context)