Talent Partner

The Opportunity At Lansweeper, growth depends on the people we hire. As Talent Partner , you'll own and scale hiring across teams globally, turning recruitment from reactive to strategic, forward-looking workforce planning. Whether your background is in commercial or technical recruiting, that expertise will be your focus area, and you'll have room to broaden your mandate beyond it. You'll partner closely with HR Business Partners and leadership across different departments to anticipate growth, hire A-players, and build a repeatable hiring engine that supports our journey from €100M to our next stage of scale. The main challenges you'll face are: Quality and speed at scale. You'll navigate diverse talent pools and time zones across markets, and build offers that land using accurate data. Staying ahead of demand. You'll build evergreen pipelines before the business asks for them. Showing up as a trusted advisor. You'll earn a seat at the table to challenge assumptions and bring real market intelligence into hiring decisions. What You'll Do Proactive Workforce Planning. Partner with HR Business Partners and functional leadership to anticipate hiring needs and build talent pipelines ahead of demand. End-to-End Recruitment Ownership. Own the full recruitment cycle from intake to offer for GTM roles (Sales, Marketing, Customer Success), Engineering roles (Software Engineers, Product, Engineering Leadership), G&A roles (Finance, Legal, HR, IT), and leadership positions across all three. Pipeline Building at Scale. Build and maintain evergreen talent pipelines for critical roles or high demand roles. Outbound Sourcing Excellence. Proactively identify, engage, and convert high-performing passive candidates across commercial, technical, and operational profiles. Build long-term candidate relationships that fuel future hiring. Global Hiring Expertise. Recruit across multiple locations with strong insight into local markets, talent availability, and compensation across regions and functions. A-Player Hiring. Define what "great" looks like per role and consistently uphold a high hiring bar across every search, whether commercial, technical, or operational. Hiring Partner to the Business. Challenge assumptions and bring market intelligence into leadership discussions on talent strategy. Process and Metrics. Use data to continuously improve time-to-hire, quality-of-hire, and candidate experience while scaling fast in a SaaS environment.