Haveron James
Senior Executive Talent Acquisition
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Senior Executive Talent Acquisition
Senior Talent Partner (Software Engineering) | Shape Engineering Hiring, Not Just Recruitment | Global Fintech
We're partnering with a globally recognised fintech at a pivotal stage of growth, hiring hundreds of software engineers annually across multiple global markets.
This is not a transactional recruitment role.
This is for someone who wants to influence how engineering organisations hire, shape technical assessment processes, challenge hiring decisions, and become a true thought partner to Engineering Directors, VPs of Engineering and senior technical leaders.
We're looking for a recruiter who is as passionate about software engineering talent as engineers are about software engineering itself.
The Opportunity
You'll operate as a strategic partner to engineering leadership, helping define and evolve hiring standards across a large-scale global engineering organisation.
- Own and continuously improve engineering interview architecture
- Partner directly with VPs, Directors and Engineering Managers on hiring quality and process effectiveness
- Support hiring across Software Engineering, Data Engineering, Machine Learning and Data Science
- Lead sourcing strategy development across highly competitive engineering markets
- Mentor recruiters and elevate technical recruiting capability across the team
- Partner with technical bar raisers to maintain and continuously improve hiring standards
- Influence hiring strategy, talent mapping and workforce planning decisions
This is a role for someone who wants to move beyond recruitment delivery and become a recognised expert in engineering talent acquisition.
What Sets This Role Apart
- Genuine influence: Help shape how engineers are assessed, interviewed and hired
- Partnership with technical leadership: Work directly with engineering leaders, not through layers of management
- High-impact hiring: Support one of the organisation's most critical talent functions
- Domain expertise matters: Your market insight and engineering recruitment knowledge will help drive hiring decisions
- Team leadership: Mentor recruiters and help build capability across the engineering recruitment function
- AI-forward environment: Work alongside a business investing heavily in AI, automation and modern recruiting practices
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Ideal Profile
- 8+ years recruiting software engineering talent
- Experience within fintech, payments, SaaS, platform businesses or technology-first companies
- Strong understanding of engineering hiring markets and competitive talent landscapes
- Experience partnering directly with senior engineering stakeholders
- Comfortable discussing interview methodologies, assessment frameworks and hiring quality
- Passionate about technology and how modern engineering organisations operate
- Naturally curious, highly consultative and comfortable challenging assumptions
- Thrives in fast-moving, high-growth environments where ambiguity is part of the job
What Success Looks Like
- Managing 30–40 active candidates at any given time
- Delivering approximately 3–4 hires per month
- Building high-quality engineering talent pipelines
- Improving hiring processes and assessment quality
- Coaching and mentoring recruiters supporting technical hiring
- Becoming a trusted advisor to engineering leadership
Compensation & Why It's Different
- £75k–£85k base salary
- Quarterly incentive scheme worth up to 40%
- Enhanced pension
- Private medical and dental
- Hybrid working (London)
- Comprehensive benefits package
- Strong career development opportunities within a global technology organisation
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Why Join?
You'll be stepping into a company that is:
- Operating across 20+ countries globally
- Continuing to scale its engineering organisation significantly
- Processing rapidly growing transaction volumes year-on-year
- Investing heavily in technology, AI and talent acquisition capability
- Building long-term, sustainable growth rather than chasing short-term expansion
- Treating Talent Acquisition as a strategic business function rather than an operational service
What You Need to Succeed (Must-Haves)
- Current or recent in-house experience recruiting software engineers
- Demonstrable success partnering with Engineering Managers, Directors or VP-level stakeholders
- Strong tenure and progression throughout your career
- Track record hiring within technology-first businesses
- Experience building talent pipelines rather than relying on inbound applications
- Credibility to influence stakeholders and challenge thinking where required
- Genuine passion for technology, software engineering and technical talent markets
- Interest in AI-enabled recruiting, sourcing and talent intelligence
Non-Negotiables (Will Not Accept)
- Recruiters whose experience sits primarily outside technology hiring
- Agency-only backgrounds without successful in-house experience
- Recruiters focused solely on requisition management and process delivery
- Candidates lacking exposure to senior engineering stakeholders
- Job-hopping profiles with limited evidence of impact or progression
- Recruiters who need to be taught how engineering talent markets operate rather than bringing their own expertise
This role will suit a recruiter who wants to be viewed as the engineering hiring expert in the room, not the person taking notes in it.
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