Airwallex
Talent Acquisition Partner
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Airwallex Talent Acquisition Partner
About Airwallex Airwallex is the only unified payments and financial platform for global businesses. Powered by our unique combination of proprietary infrastructure and software, we empower over 200,000 businesses worldwide—including Brex, Rippling, Navan, Qantas, SHEIN, and many more—to manage business accounts, payments, spend management, treasury, and embedded finance globally.
Proudly founded in Melbourne, we’re a team of over 2,200 talented professionals across 26 offices worldwide and valued at US$8 billion, backed by globally renowned investors like Visa, Mastercard, Sequoia, and T. Rowe Price. We’re shaping the future of global financial infrastructure—join us to make your most significant career impact yet.
About the People & Talent Team
We’re the People & Talent team, dedicated to attracting and growing Airwallex’s most brilliant, ambitious talent to drive growth and innovation in a welcoming, inclusive environment. Our Talent Acquisition team partners with hiring leaders and stakeholders to strategically source, assess, and onboard the next generation of leaders who’ll create Airwallex’s future.
The Opportunity: Talent Acquisition Partner (Global Expertise)
As Airwallex scales its key corporate functions globally, we’re seeking an exceptional Talent Acquisition Partner to elevate support for senior hiring across Sales, Legal, Risk, Compliance, Finance, Operations, Strategic leadership, and Marketing.
You’ll align with executive leadership (e.g., General Manager, CFO, VP of Commercial, General Counsel, Chief Risk Officer) to shape talent strategy, pilot groundbreaking initiatives, and build world-class teams driving Airwallex’s next phase of growth.
Key Responsibilities
1. Strategic Partnering & Talent Strategy
- Collaborate with senior leadership to define and prioritize hiring needs, designing strategic workforce plans for corporate functions.
- Advise on market trends, sourcing tactics, and benchmarks to ensure competitive and inclusive hiring.
2. Innovative Sourcing & Talent Attraction
- Develop creative, data-driven sourcing strategies to tap into global and niche talent pools across EMEA and beyond, especially for high-talent roles from seasoning to Director-level.
- Cultivate exceptional candidate relationships, adapting recruitment messaging for high-profile roles.
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3. End-to-End Recruiting Leadership
- Own the entire hiring journey: outreach, negotiation, offers, and onboarding, ensuring a seamless experience for candidates and stakeholders.
- Maintain high hiring velocity while upholding quality standards through tailored pipeline management.
4. Data-Driven Decision Making
- Use recruitment analytics, market data, and candidate insights to inform resourcing decisions, forecasting, and budgeting.
- Monitor KPIs to refine strategies and improve efficiency without compromising rigor.
5. Talent Programs & Employer Brand
- Lead initiatives to strengthen Airwallex’s employer brand, refining recruitment workflows, accelerating build-out of corporate-grade teams.
- Champion diversity excellence, enhancing processes to attract talent from all backgrounds.
Location & Scale
- Focus: EMEA markets, with special emphasis on scaling in global team alignment, and reaching regional talent hubs with clear strategic and cultural alignment.
- Geographical flexibility encouraged as you’ll work with a distributed team of global leaders.
Who You Are
Minimum Qualifications (Must-Haves)
- 7+ years of full-cycle recruiting experience, including 2+ years in-house— proving high success in building corporate and-functional leadership teams.
- Proven expertise in Go-To-Market (GTM) and corporate hiring across Finance, Sales, Operations, Legal/Compliance, Risk, Marketing, and Strategy—from entry-level to Director-level candidates.
- Change-making mindset: وتتطلعそれを再びする前に結果やブランド会社独立思考者として指名するのNo.1のパートナーになりたいと信じており**ドライビング結果をLetters革新# offices.
- Operating in a fast-paced growth environment and demonstrating strong results in scaling talent brands
- Exceptional interpersonal and cross-cultural communication.
Preferred Qualifications (Bonus—But Not Always Mandatory)
- Bachelor’s degree (or equivalent education)
- New-fangled industry experience (technology or FinTech) or willingness to adapt quickly
- Regional experience in Europe and the Middle East (EMEA), with special consideration for Israeli talent market expertise
- Experience scaling or managing cross-border recruitment teams.
- A results-oriented growth mindset (progression-oriented, comfortable with metrics-driven authenticity).
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About Airwallex’ Careers Stance
Applicant Safety Policy for Fraud Prevention Never should recruiters from Airwallex or partners
- Ask for bank account detail
- Request passport numbers or other forms of identity document that might sign requirement errors like self-identification form threats under jurisdiction trumpeted for specific app
- Request monetary payment (all candidates should be paid, we don’t reject potential)
Note: Fraudsters will aim to compromise Follow this policy except if candidates encounter obtrusive difficulties and proper security details Airwallex privacy empowerment on personal assertions (Challenge rigorously, requesting verification will only be valid if previously wrangled into clearly nonverbal covered contact). Read more on [how Airwallex handles monies, covert operations, and security here].
Equal Opportunity Employer
Airwallex is deeply committed to Diversity, Equity, Inclusion, and Belonging. We actively seek to employ candidates and supremacy biases in the following contexts or path align with:
- Color, ancestry, gender identity
- Religion
- Age or age-related preference Social
- Marital/economical status
- Sexual orientation
- Experience (work/research) or physical
- Big data development polices
- Any form of legal origin or workforce integration──
We particularly invite people with roles like disability instance, or very welcome prompt diversity any related qualitative metric accommodation in our team criteria.
---For assistance or after posting official information updates please start inquiries through: careers.airwallex.com or our [Airwallex LinkedIn portal].
---Pause and Protect. Applicants wishing to remain silent/blunt—while internal demonstration doesn’t maintain analytic affirmations—TA welcomes forwarding relevant, secondary my.sapiens.contact info within 3s reference requirement. Unsolicited and unsynchronous posts may face deletion (through a pipeline) outside expectation analysis or official career recruitment framework.
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