YOOBIC
Global Talent Acquisition Manager
How your CV stacks up
Upload your CV to see how well it fits this job role
?%
Who we are…
YOOBIC is an AI-powered frontline employee experience platform. Our mobile app gives business leaders and frontline teams the performance tools they need to communicate, learn, and work, all in one place. With streamlined communications, mobile learning, and digitized task management, YOOBIC drives operational excellence while drastically improving the frontline employee working experience. 350+ companies around the world including Mattress Firm, Michaels, GameStop, Lacoste, Lidl, Boots, Peloton, Pret, Puma, and Vans trust YOOBIC to improve operational consistency and agility, get real-time visibility into multi-location business execution, and improve customer experience. To learn more about YOOBIC, visit www.yoobic.com or follow us on LinkedIn.
Role Overview
Yoobic hires across four core hubs, London, Paris, New York and Tel Aviv, as well as into a growing number of additional territories worldwide. The Talent Acquisition Manager owns full-cycle (“360”) recruitment for a defined portion of this global employee base: from workforce and role intake through sourcing, candidate experience, interview process management, offer and close, all the way to a clean handover into onboarding.
This is a standalone role which is built around clear, quantifiable KPIs across four pillars: candidate attraction, sourcing, candidate experience and hiring outcomes. Success is measured on performance against those metrics, not on activity alone.
The successful person will be as comfortable building AI-enabled sourcing strategies and pipelines for a hard-to-fill role as they are presenting hiring data and trends back to senior stakeholders. They will act as the go-to voice on innovative, talent acquisition practice within the wider People function, continually testing new sourcing technology and AI tooling and sharing what works.
Key Responsibilities
Full-Cycle (360°) Recruitment Delivery
- Own the end-to-end recruitment lifecycle for allocated requisitions across multiple hubs and territories: intake briefing, sourcing strategy, screening, interview process design, offer management and close.
- Act as the single point of accountability for each requisition, ensuring roles progress on-plan from opening to start date.
- Manage a concurrent portfolio of open roles across different functions, primarily GTM, seniority levels and geographies at any given time.
- Partner with hiring managers to build robust, bias aware interview processes and scorecards before a role goes live.
- Act as a subject matter expert on modern recruitment practice, including AI enabled tools and workflows for hiring managers and the wider People team.
Sourcing & Talent Pipelining
- Proactively source passive and active candidates via LinkedIn Recruiter, Boolean/X-ray search, AI-powered sourcing platforms, talent communities, referrals and market mapping.
- Build and maintain talent pools/pipelines for recurring or hard-to-fill roles across each hub.
- Design and execute role specific sourcing strategies, adapting channel mix by seniority, function and local market conditions.
- Continuously test and optimise sourcing channels based on conversion data (cost, speed, quality) rather than habit.
Reasons to use Rodeo
Start with a chat, not a search bar
Grad scheme, placement, apprenticeship? Not sure what you want yet — that's fine. Your agent talks it through with you and turns "I have no idea" into a shortlist.
It searches the market for you
Every day your agent scans the market matching roles against what actually matters to you, not just keywords on a CV.
Only hits
No noise. No "maybe this fits." Just roles with a clear explanation of why they're right — and where to focus when applying.
Candidate Experience Ownership
- Act as the candidate’s primary point of contact, ensuring timely, transparent and respectful communication at every stage of the process.
- Set and manage candidate expectations on process, timelines, preparation and next steps; chase hiring managers for fast, quality interview feedback.
- Run structured candidate feedback and use the results to identify and fix experience gaps.
- Ensure every candidate, hired or not, leaves the process with a positive impression of Yoobic as an employer.
Stakeholder & Hiring Manager Partnership
- Build trusted, consultative relationships with hiring managers and senior leaders across regions, challenging where needed on role scope, market realities or process bottlenecks.
- Provide regular, data backed updates on requisition status, pipeline health and market/salary insights.
- Represent Talent Acquisition in workforce planning conversations for owned client groups alongside the wider People Team.
Employer Branding & Market Presence
- Champion Yoobic’s employer brand across each hub, tailoring messaging to local market and cultural context.
- Contribute to job advertising content, careers page presence and social/talent-community activity.
- Represent Yoobic at relevant meetups, talent events or communities to build external network and brand visibility.
Data, Reporting & Continuous Improvement
- Maintain rigorous, real time ATS hygiene: every candidate status, source and stage accurately logged.
- Track and report personal recruitment metrics against target on a weekly/monthly basis, using AI powered dashboards for efficiency to highlight and flag risk early.
- Use funnel and conversion data to identify bottlenecks and continuously improve time to fill, sourcing mix and candidate experience.
- Contribute to wider TA process, tooling and employer brand improvement initiatives, including evaluation of new AI and sourcing technology.
Global & Cross-Territory Recruitment
- Recruit compliantly and sensitively across multiple legal jurisdictions, adapting approach to local employment norms, working patterns and candidate expectations.
- Coordinate with local HR/People teams and, where used, external partners on right-to-work checks, contracts and market-specific compensation benchmarking.
- Manage time zone spread across EMEA, US and other hiring territories, planning interview logistics accordingly.
Requirements & Experience
Essential
- 7+ years’ full-cycle (360) recruitment experience, in-house and/or agency, ideally including senior or hard to fill hires in GTM functions.
- Proven track record of consistently hitting recruitment KPIs (time-to-fill, sourcing mix, offer-acceptance, candidate experience scores) in a previous role.
- Direct, hands-on sourcing skill, comfortable building pipelines from scratch.
- Hands on experience with AI-powered or AI-assisted sourcing, screening or candidate-engagement tools and a track record of testing new sourcing technology and adopting what measurably works.
- Experience recruiting across more than one country/territory, with an understanding of how process, expectations and compliance vary by market.
- Confident, consultative stakeholder management, able to influence and challenge hiring managers and senior leaders.
- Comfortable working with data: able to build, read and act on recruitment funnel and conversion metrics, including AI-generated dashboards and insights.
- Excellent written and verbal communication skills in English.
Get help with your application
Your very own career expert that helps elevate your application to the next level.
Desirable
- Experience recruiting in a B2B SaaS, retail tech or fast scaling tech environment.
- Experience with employer branding, content or talent marketing initiatives.
- Familiarity with global mobility, visa/relocation considerations, or multi-country compensation benchmarking.
- Experience recruiting for both commercial (Sales, Customer Success) and technical (Product, Engineering) functions.
- Experience piloting or championing new AI or recruitment-technology tools within a TA function.
Key Competencies
- Metrics-driven mindset: treats KPIs as the primary measure of success, not activity or busyness.
- Sourcing mentality: genuinely enjoys and excels at proactive, creative, technology-enabled candidate generation.
- AI fluency: confidently evaluates, adopts and role-models responsible use of AI-enabled sourcing, screening and content tools.
- Stakeholder gravitas: credible and persuasive with hiring managers and senior leadership.
- Candidate centric: instinctively protects and improves the candidate experience, even under pressure.
- Resilience & organisation: manages a high volume, multi region requisition load while maintaining quality.
- Continuous improvement: proactively identifies and fixes process or pipeline bottlenecks using data, and stays current on innovative sourcing and AI practice.
What We Offer…
- 33 days annual leave (including bank holidays)
- Scottish Widows Pension scheme
- Vitality medical coverage, including primary care, hospital care and additional mental health coverage
- Simplyhealth cash plan (includes dental and vision coverage)
- Healthy Mind EAP
- Short-term and long-term disability coverage
- Life assurance
- Critical illness coverage
- Enhanced parental leave
- Team events including weekly breakfast, gourmet lunches and lots of social events
- Weekly free online HIIT sessions plus gym discounts
- Regular training and coaching to make you even better in your role
“It took my CV and asked me questions relevant to understanding what kind of jobs to suggest for me. Suggestions were almost perfect. Jobs were exactly what I’ve been looking for.”
Jessica, London
Skills