Teya
Senior Talent Partner (Engineering)
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Senior Talent Partner (Engineering)
Head of Engineering Talent Acquisition – London (Porto & Latvia-Based)
About Teya
At Teya, we’re a payment and software service provider headquartered in London, serving small businesses across Europe. Founded in 2019, we build integrated tools to help businesses accept payments, boost performance, and thrive.
We believe small, local businesses are the lifeblood of our communities. But we see that banks and legacy providers often make things harder for them—reserving top tech and service for those with the biggest headquarters.
That’s why we’re here: to fight for a future where small local businesses not only survive but thrive.
If you’re passionate about mission-driven work, want to make an impact in a fast-moving company, and thrive in a supportive, high-energy team, join us.
Why This Role?
We’re looking for an exceptional Head of Engineering Talent Acquisition to raise Teya’s engineering talent bar—and keep raising it.
This isn’t just about filling roles. You’ll design a system that ensures every hire moves the bar forward, using AI-assisted tooling and modern sourcing to move fast without compromising quality.
Who you hire matters more than how many you hire.
You’ll:
- Work in the central Talent Acquisition Team, reporting to Head of Talent Acquisition and collaborate with Engineering leadership, Managers, Principals, and People Partners to ensure we attract the best talent.
- Be the go-to voice for what "great" engineering hiring looks like and help others across the business do the same.
Your Mission
You’ll bring strategic partners and hiring expertise to Teya’s Engineering Leadership, shaping each hire to meanfully raise the collective bar.
Your key responsibilities include:
- Hiring & Vision Shaping
- Own end-to-end hiring for critical senior roles (Staff/Principal Engineers, Engineering Managers, Security/Platform Specialists) across London, Porto, and Latvia, always with a bar-raising mindset.
- Co-design and lead global engineering talent pipelines, differing from traditional team-by-team recruiting.
- Work with Engineering Leadership to build clear role definitions, success KPIs, level expectations, and interview plans.
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Process & System Design
- Standardise interview loops and rubrics to ensure fairness and consistency across all teams and geographies.
- Run evidence-based debiefs and decision-making, including no-hire advocacy when the candidate doesn’t meet the standard.
- Design sourcing strategies for hard-to-fill engineering roles: leveraging AI-assisted outreach, outbound campaigns, in-person events, and strong external community partnerships.
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Coaching & Leadership
- Upskill, so hiring managers become better interviewers (structured interviewing, candidate experience, decision quality).
- Emphasize talent density—proof that fewer but better engineers compound faster over time.
- Track and present recruiting metrics (time-to-fill, offer acceptance, pass rates, quality-of-hire) with clear data-driven trade-offs.
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Process Innovation
- Drive cross-functional improvements in levelling clarity, interviewer training, employer brand, and AI tooling to strengthen hiring efficiency without lowering standards.
- Fix broken processes, not reluctantly adapt around them.
What We’re Looking For
You’ll thrive in this role if you have:
- End-to-end experience in technical recruiting and talent partnering, especially in high-growth companies like fintech or product-led orgs.
- Strong track record in hiring senior/ecellent technologists (Senior Engineers, Principle Engineers, Security/Platform Specialists) across multiple locations.
- Hands-on experience designing or overhauling hiring processes—centralised pipelines, rubrics, calibration, ensuring high data quality.
- Ability to build consensus with senior stakeholders—you challenge ideas, influence decisions, and collaborate strategically.
- An outstanding creative sourcer, particularly those that use AI for hyper-personalised engagement, automation, and diverse talent pools.
- Analytical mindset—you’re comfortable with recruitment dashboards, bottleneck identification, data-driven prioritisation.
- A builder’s mentality—you solve problems instead of papering over cracks.
- Deep passion for engineering and tech, with an intuition for what makes a best-in-class team.
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The Hiring Process
At Teya, we enforce robust but fair and transparent processes:
- Intro – A brief chat with the Head of Talent Acquisition.
- Craft – How you plan pipelines, interview design, and rubrics.
- Stakeholders – Collaborating with Engineering Leadership to define hiring strategy.
- Bar-Raising – We dig deep into talent density, how data informs hiring decisions.
- Offer – Decisions, candid feedback, and next steps.
Perks & Benefits
- Flexible Work – Need flexibility? We operate with adaptability within both personal and team needs.
- Lifestyle & Wellbeing – GymPass access (1,500+ gyms in UK), 1-1 therapy, meditation, wellness apps.
- Family Support – Improved maternity/paternity leave options.
- Career & Engagement
- Cycle-to-Work Scheme
- Health & life insurance
- Pension scheme
- 25 days annual leave (plus public holidays)
- Snacks every day
- Informal Culture – Friendly, modern Central London office environment
We’re Equal Opportunity
We’re proud of our commitment:
"We are an equal opportunity employer. Your background—race, ethnicity, gender, religion, disability, or any other identity's—is never a barrier."
If you require any reasonable adjustments during hiring (whether for interviews, assessments, or application), please let us know. We’re dedicated to making sure every candidate experience is fair and accessible.
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