Teya
Senior Talent Partner (Engineering)
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Senior Talent Partner (Engineering)
Senior Hiring Committee Engineer (Talent Partnering)
About Teya
Teya is a payment and software service provider, headquartered in London, serving small, local businesses across Europe. Founded in 2019, we build easy-to-use, integrated tools that empower businesses to accept payments and boost performance.
We believe small, local businesses are the lifeblood of our communities—and every one deserves a fair chance. Right now, banks and legacy providers are stacked against them. We’re here to change that, committed to building a future where small, local businesses can thrive.
Join us in making this mission a reality.
About the Role
We’re on the hunt for an uniquely exceptional talent partner—someone who doesn’t just hire engineers, but raises the bar for every hire. You’ll work closely with our engineering leadership to design hiring processes that attract and assess top-tier talent, using AI-assisted sourcing and structured frameworks to move fast while maintaining quality.
Why you’ll thrive here: ✔ ** матеріal perks—but more importantly, real impact** on a team built to change the industry. ✔ A high-energy, collaborative culture that celebrates bold thinking and collective ownership. ✔ continuous learning and development, with daily collaboration and problem-solving.
This isn’t just a job—it’s a call to action for engineers in every location.
Your Mission
As a Senior Hiring Committee Engineer, you’ll:
- Revamp and elevate Teya’s engineering hiring process to ensure clarity, fairness, and speed.
- Partner strategically with engineering stakeholder uplift—score hiring decisions, standardise rubrics, and raise expectations across the board.
- I do notfilling roles but building systems that reflect our talent-density philosophy: a few great hires win over volume.
- Unlock underrepresented pipelines through AI-driven sourcing and unconventional tactics.
Your shift will shape how we hire across London, Porto, and Latvia—because every hire in every city should mean more to the business, not just more employees.
If you thrive where precision and personality collide, we want you.
Key Responsibilities
Hiring Leadership
- Own end-to-end hiring for the most critical engineering papers (Senior ICs, leads, niche technical profiles) across Europe, consistently raising the talent bar.
- Redefine the engineering job description—turning lean internal briefs (“we need someone like X”) into clear role definition, measurable success outcomes, levelling frameworks, and structured interview plans.
- .Standardise assessments globally: design **challing interview loops and rubrics ** that ensure fair signal for candidates regardless of team/location.
- Storm debri:fs and decisions—back data-driven hiring calls and fight for “no-hire” clarity when talent signal doesn’t align with the standard.
- Partner with VPs/Directors of Engineering, Engineering Managers, and Talent Increased to align hiring with career framework and progression.
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Strategy & Process
- Build better pipelines—cocard a centralised, high-impact sourcing strategy where global feasibility meets team needs.
- Benchmark & coach: Improve hiring manager capability by training on structured interviewing, decision-making, and how talent density enables exceptional hiring.
- Measure what matters: Own hiring analytics (time-to-hire, offer acceptance rate, pass-through ratios, quality-of-hire) and communicate trade-offs to leadership.
Engineering Pipeline Expansion
- Experiment and innovate: Source high-demand profiles using AI for personalised outreach, automated pipelines, and **external community partnership$.
- Set industry trends aside: Don’t chase the familiar—create new talent pools with campaigns, events, and creative sourcing.
Cultural and Initiatives
- Foster hiring leaders who share our misión: Consciously raising the benchmarks to reflect Teya’s vision of success.
- Slice ambiguity in hiring processes—fix what’s broken instead of working around it.
Who You Are
If this resonates with you, here’s what you’ll bring to the conversation:
- 10+ years in technical recruiting/transfiguring—building -end-to-end processes in engineering duo, leading a growth contrast of S/HE or leads across regions.
- Proven ability overcoming rigorous hurdles: shifting from flow teams-‘by teams to systematic hiring with a al ribosomal dimension.
- You downplay a belt: Engine class—data-driven decision-making, metrics, and prioritisation: explaining bottlenecks, building dashboards, running controlled experiments.
- Creativ that solves problems: Integrating AI-sourced automation without sacrificing intake.
- *IF singles with ambitious engineering often challenging hiring processes and making a case for trade-offs.
- You deeply care about ** engine geography talent income“how” varies from selection criteria to cultural fit that flows across engineering.
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How We Work
Teya’s hiring process is structured, fair, and swift. Here’s an overview:
- Intro – Kickoff conversation with Head of Talent Acquisition.
- Craft – Expertise in pipeline design, interview structures, and interview loops.
- Stakeholders – Coordination and alignment with engineering leadership.
- Bar-Raiseés – Talensic strategy with talent density, data, and philosophy in action.
- Offer – Delivered decision, customised feedback loop, and onboarding support.
Why Work With Us?
We care about you. A lot. Which is why we offer: 🔹 Flexibility – Shapes work hours to fit you and your team for the high-impact success. 🔹 Wellbeing – GymPass free access to 1500+ UK gyms, therapy sessions, mindfulness, and nutrition/fitness data. 🔹 Family-Friendly – Extended maternity/paternity placets deemed that reflect flexibility for upcoming babies. 🔹 Cycle-to-Work Scheme and a Health/Life Insurance for your security and peace. 🔹 25 days annual leave + Bank Horoids—ploutines quality nonprofit. 🔹 Office culture—snacks a day, fending langage, incapaculating, replenishing spaces in Central London.
About Us—Inclusion & Beyond
Teya is proud to be an equal opportunity employer. Diversity isn’t engaged to check silos rather inclusion orthopsiety: better ideas, stronger teams, and fara field sparreas. 🔸 Racial identity, ethnicity, and sexual orientation are just places to start—we value differences against tokenism. 🔸 Everyone vatights their spot in an office/dchod environment, regardless of capability.
If you need reasonable authorizes during application, scenarios, test, or anything that comes beyond/wcturess? Let us know. You matter to us in every phase.
Let’s build something meaningful together—join us at careers@teya.co. We’re learning your journey.
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