Talent Acquisition Business Partner

Другое

• Backbase is evolving into an AI-native organization. As the pace of change accelerates — in our product, our go-to-market, and the way we build teams — Talent Acquisition is becoming a strategic function, not a support function.
• We are looking for a Talent Acquisition Business partner to be the recruitment partner for our Services Department , a complex team to recruit for, with global reach, unpredictable demand cycles, and a delivery-focused talent profile that requires a recruiter who can stay ahead of the curve. This role sits at the intersection of hands-on delivery and strategic partnership. You'll own the full recruitment cycle for the Services department — building real relationships with hiring managers, aligning priorities, and being the person in the room who brings insight, not just candidates. You'll also lead and develop two recruiters, helping them grow while keeping the team's standards high.
• What you'll own
• ● Strategic partnership with Services: Be the dedicated TA partner for the Services department — not just a supplier, but a trusted advisor who understands the team's structure, priorities, and challenges. Run weekly stakeholder check-ins, align on hiring plans before demand hits, and make sure TA commitments are delivered with clarity and pace. You're accountable for the relationship, not just the roles.
• ● End-to-end recruitment delivery: Own the full cycle for your portfolio — from intake and requirement-setting through to offer. Lead structured intakes that produce real clarity on the brief. Run candidate pipelines with discipline, maintain healthy conversion rates, and keep a clear view of what's open, upcoming, and on-hold at all times. When demand outpaces capacity, you escalate early — not after the damage is done.
• ● Sourcing & pipeline building: Source proactively for your assigned roles — choosing channels based on the market and the profile, not habit. Build and maintain passive pipelines for high-priority and recurring role types so you're never starting from zero. Use Backbase EVP messaging consistently in outreach and apply candidate feedback to refine it over time.
• ● Market insight & data-led advising: Bring the outside in. Use market data to advise hiring managers on realistic expectations — talent availability, time-to-hire, compensation benchmarks. Track competitor hiring activity and surface relevant signals to your HRBP. Your value isn't just filling roles; it's helping the business make better hiring decisions.
• ● Structured assessment & quality of hire: Run structured screening aligned to the role brief and competency model. Call it out when interviewer feedback is inconsistent or unconvincing. You're a guardian of the quality bar, not just a facilitator of the process.
• ● AI-assisted recruiting: Use AI tools actively to improve the quality of briefs, outreach, and research. Keep ATS data clean and support team reporting. You use pipeline data to manage role health and communicate progress with confidence.
• ● Team development & contribution: Lead two recruiters — giving structured feedback, supporting their development, and helping them grow without doing the work for them. Share learnings and best practice in team rituals and retros. Contribute to team initiatives beyond your own portfolio. The team wins together or not at all.
• ● Solid full-cycle recruiting experience, ideally within a B2B SaaS, fintech, or professional services environment — you know what great looks like in these talent markets. ● A track record of genuine stakeholder partnership — not just status updates, but real advisory relationships where hiring managers come to you for input, not just candidates. ● Comfortable holding the line on quality — able to push back on a weak brief, challenge an unconvincing scorecard, and advocate for the candidate experience without losing the room. ● Experience using or implementing AI tools in a recruiting workflow — you're curious about what's possible and practical about how you apply it. ● Data-literate — you use pipeline metrics and market benchmarks to frame conversations with hiring managers, not just to