Senior Talent Acquisition Partner

Dualoop; Brussel; On-site; EUR 55,000 - 75,000; Full time

Job summary

dualoop, a Brussels-based consulting firm, seeks a hands-on Senior Talent Acquisition Partner to own recruitment for experienced consultants. You will manage the complete hiring journey, from defining the search strategy to interviewing and coordinating decisions, ensuring evidence-based hiring over mere CVs.

You will balance candidate fit, client needs and dualoop’s commercial reality, protecting confidential information and distinguishing confirmed assignments from prospects.

Qualifications

• A strong record of end-to-end recruitment for difficult-to-fill professional, consulting, digital or technology roles.

Responsibilities

• Partner with dualoop’s leadership to translate commercial and capability needs into focused role briefs and evidence-based hiring scorecards.

Skills

End-to-end recruitment

Product management fluency

Direct sourcing

Structured interviewing

Evidence-based assessment

Commercial judgement

Communication

Multilingual (EN, FR, NL)

Stakeholder management

Discretion

Candidate-first mindset

Job description

dualoop is a Brussels-based consulting firm. We help established tech and tech-enabled companies make product transformation work in practice. Our work spans product operating model design and implementation, strategic discovery and research, senior embedded leadership and capability building through training.

The role

We are looking for a hands-on Senior Talent Acquisition Partner to own recruitment for experienced consultants.

You will manage the complete hiring journey: defining the search strategy, sourcing, screening, interviewing, coordinating decisions and helping strong candidates make an informed choice.

This role goes beyond forwarding CVs. You must understand the differences between product roles, assess evidence rather than keywords.

You will balance candidate career fit, client capability needs and dualoop’s commercial reality.

That means representing opportunities honestly, protecting confidential information and clearly distinguishing confirmed assignments from prospective work.

What you will do

• Partner with dualoop’s leadership to translate commercial and capability needs into focused role briefs and evidence-based hiring scorecards.
• Clarify whether each search supports confirmed work, qualified commercial demand or a deliberate investment in dualoop’s future capabilities.
• Write accurate, inclusive job descriptions and outreach that explain the dualoop employment model without exposing confidential client information.
• Proactively identify and engage candidates through direct sourcing, referrals and relevant communities.
• Conduct structured interviews that examine demonstrated scope, decisions, outcomes and consulting behaviour—not employer logos or interview chemistry alone.
• Produce concise hiring recommendations that separate verified evidence, open questions and your assessment.
• Run a responsive process from first contact through offer and acceptance, with clear communication and respectful closure.
• Obtain explicit candidate consent before sharing any profile externally.
• Build long-term talent relationships so every search does not start from zero.
• Maintain reliable recruitment data and use pipeline health, conversion, source quality, offer acceptance and quality-of-hire evidence to improve decisions.
• Turn recurring candidate questions into better careers content, interview materials and a stronger Dualoop talent proposition.

What you bring

• A strong record of end-to-end recruitment for difficult-to-fill professional, consulting, digital or technology roles.
• Enough Product Management fluency to distinguish adjacent roles and hold credible conversations with senior practitioners.
• Demonstrated direct-sourcing ability, particularly with passive and specialist candidates.
• Experience with structured interviewing and evidence-based assessment.
• The confidence to challenge rushed, poorly calibrated or overly restrictive hiring requests.
• Commercial judgement around compensation, availability, notice periods, utilisation and bench exposure—without reducing people to spreadsheet inputs.
• Excellent written and verbal communication, strong stakeholder management and sound discretion.
• Fluency in English, French and Dutch.
• Operational discipline: you keep commitments, maintain trustworthy information and use metrics to improve decisions rather than manufacture activity reports.
• A candidate-first mindset combined with the ability to make clear decisions about fit and trade-offs.

This role may not suit you if

• You need guidance and close supervision to perform. We think in outcome and expect you to be at the top of your game.
• You don't have much agency.
• You're not used to and don't want to work in a high-paced environment with high-quality standards.
• You don't like to hunt and are scared to pick up your phone
• You want a 9 to 5 job. We're driven by the impact we make and never look the clock.
• You need a clear path. We expect you to pave your own path and find your way.

What success looks like

• Candidates understand who employs them, how dualoop’s consulting model works and what is confirmed—or still uncertain—about an assignment.
• We have a constant inflow of highly qualitied profiles ready to be activated.
• You actively contribute to hiring at least 2 profiles per month.
• Hiring stakeholders receive focused, evidence-backed shortlists rather than volumes of loosely matched profiles. Candidate information remains protected, decisions become more consistent
• Dualoop develops a trusted community of senior product talent.

Why join dualoop

You will recruit for a specialised professional community rather than a collection of unrelated vacancies. You will work close to the people making commercial, hiring and assignment decisions and have meaningful influence over how dualoop attracts, assesses and supports senior talent.