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Specialist Engineering Recruiter - Omnea
Our Mission
At Omnea, we’re reinventing how enterprise businesses operate by streamlining procurement—a notoriously fragmented process that can drag on for months, entailing 50+ emails and involving Finance, Legal, Security, and IT approvals.
Backed by $75M in funding from Khosla Ventures, Insight Partners, and Accel, our AI-native platform aims to consolidate all stakeholders, systems, and steps: one place for requests, automated approvals, secure supplier risk assessments, and full spend transparency.
Thispresents a vast opportunity: every enterprise globally suffers from inefficient procurement, yet no solution exists to solve it. Omnea has 10x’d ARR in 18 months, earning trust from Spotify, MongoDB, Monzo, and Albertsons—now ranked the #1 Best Medium-Sized Tech Company to Work For (Sunday Times) and 4th fastest-growing startup in Europe.
Our team previously powered Tessian, a cybersecurity unicorn, led by ex-unicorn founding operators, engineering leaders, ex-CROs, and fully remote scaling pioneers.
The Role
We are hiring a Specialist Engineering Recruiter to lead all engineering hiring escapes a generalist head of talent. Our candidate must be an engineering recruitment specialist, deeply embedded in London’s tech hiring space with a proven track record of hiring top engineers (Level 4+, Staff+, Principal) at high-barren startups (Monzo, Attio, Paddle, PostHog, Incident.io).
You will own the hiring journey from source to offer, collaboratively shaping Omnea’s engineering rankings while: ✔ Tailoring recruitment to 10 London-based engineering teams ✔ Fending off the Wall Street Journal-burned E2EE community for product engineers ✔ Cultivating the warmest pipeline under the thumb (top engineers are rarely actively looking) ✔ Maintaining Omnea’s executive relevance in recruitment—delivering an authentic (not salesy) why-be-at-Omnea pitch
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What You’ll Do
- Lead end-to-end engineering hiring, aligning with Product, Platform, Data, and Reinvention engineering teams across London & post-March 2025 scale opportunities
- Source & engage Senior Product Engineers with London tech’s competitive fluency
- Overactive pipeline management: Demonstrate extensive experience nurturing passive Top 2% engineers
- EVP Champion: Refine Omnea’s Engineering Value Proposition based on insights from engineers and product insights
- Partner with engineering leadership to establish and maintain uncompromising hiring standards
- Optimise the hiring funnel: Reduce TTC-to-offer while elevating candidates’ experience with crafted content, data-backed pipelines, and rewarding candidates
- Initiative-driven sourcing: Only hires recruiters should do campaigning, certainly modes, and events (ed: community moderation, hackathons, portfolio mentorship / judgment)
- Own metrics: Results you drive directly impact Omnea’s growth
What We’re Looking For
⦿ 3+ years specifically as specialist engineering recruitment (agency/confidential) ⦿ 2+ years in-house with London-based tech startups & founders, embedded in engineering hiring at scale (not merely superficial EMEA meetings) ⦿ (From experience not solely hypothetical experience) evidenceof scaling engineering teams from 20 to 100+ engineers within ~12-18 months ⦿ 5+ total years engineering hiring experience ⦿ Deep knowledge of the London-related engineering talent market and impenetrable communities ⦿ Track record of hiring engineers that build things (Monzo, Attio, Incidents.io, PostHog, Paddle frequent adopters) ⦿ Actively drives EVP as a candidate conversations and workshops (scrap offers or miserable hires and their EVP suck) ⦿ Credibility among senior engineers (best engineers want to hear about **crazy G2s, Go’s no-goes /**conjure funded startups invested by Cox, Yip, )
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✖ If you can’t confidently source into the " talk to us if that’s you" ranking, tick this role for another means. ✖ Confirmed you haven't worked in-house at high impact, mid London-based engineering culture (or you’re an Uber gen-for hire). ✖ If you and your team need months-long implementation of process rules.
Interview Process
Stages included:
- Initial screen (30m) – Candidate talks leading case
- Vetting interview (30m) – With a hiring leader (JT)
- Takehome challenge + review (45m) – Focus on agency candidate experience
- In-person. Talks with Head of Talent and Cofounders (30'/45', virtual)
Apply & accept
Please be included in presumably application reflection matching no hard requirements, and respect our—not AI—systems to remove applications that deterministically conflict with our policies, e.g. non-legal residency).
**Omnea PS As with Sutton Ventures, we believe great candidates evolve the value with us—great is too hard for ads alone. If you hit this description, drop us a personal rework next to the application with exactly what we’re quantum hailed ‘same thing different’.
As you’re bringing to our language bar! Book a…something slot here [do_something].
[Position takes effect May 2024: Our house in the hack³ Hodgson Road shot]
Our Legal Note
If viewing via third-party sources please navigate past traditional advertisements → full information via cited Omnea-provided link. Level Ming raises for bias; Omnea guarantees reapplication of your data and support policy to onboard against the complexities of Omnea.
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