Talent Acquisition Manager (Tech)

bunch; Berlin; Remote; EUR 60.000 - 90.000; Vollzeit

Benefits dieser Stelle

Flexible hours

Remote work

28 days vacation per year

Zusammenfassung

bunch is looking for a Talent Acquisition Manager - Tech to own end-to-end hiring across Engineering, Product, Design and Analytics. You will build high-quality technical pipelines, translate business needs into structured hiring strategies, and partner with technical leaders to make evidence-based hiring decisions.

You will manage assigned technical searches from kick-off through onboarding handover, turning role outcomes into clear scorecards, interview plans, sourcing strategies and delivery

Qualifikationen

• 3+ years of experience in end-to-end recruitment with ownership of technical roles in fast-moving environments.
• Experience across Engineering, Product, Design and Data roles is a plus.

Aufgaben

• Own end-to-end searches from kick-off to onboarding handover.
• Develop interview plans, scorecards and delivery forecasts.
• Build outbound pipelines and engage passive talent.
• Partner with hiring managers on compensation, level and feasibility.
• Create strong candidate experiences and close hires effectively.
• Leverage AI and automation while maintaining human judgment.

Kenntnisse

End-to-end recruitment

Technical recruiting

Sourcing

Data-driven hiring

Stakeholder collaboration

AI-assisted recruiting

Tools

ATS (Applicant Tracking System)

LinkedIn Recruiter

Boolean search

Jobbeschreibung

• As Talent Acquisition Manager - Tech at bunch, you will own end-to-end hiring across Engineering, Product, Design and Analytics
• You will build high-quality technical pipelines, translate business needs into structured hiring strategies, and partner with technical leaders to make sound, evidence-based hiring decisions
• Own assigned technical searches from kick-off through accepted offer and onboarding handover, turning role outcomes into clear scorecards, interview plans, sourcing strategies and delivery forecasts
• Build targeted outbound pipelines, engage passive technical talent with relevant communication and develop reusable talent maps and relationships across referrals and technical communities
• Partner with hiring managers on talent availability, location, compensation, level and search feasibility, while maintaining a high bar for interview quality, timely feedback and consistent assessment
• Manage competing searches through explicit priorities, milestones, pipeline coverage and risk signals, keeping Ashby workflows, reporting and role-level forecasts accurate
• Create a strong candidate experience and close effectively by understanding motivation, concerns and decision criteria early, then communicating clearly throughout the process
• Use AI and automation to improve research, preparation, reporting and follow-up while retaining human judgment, data quality and accountability
• What success looks like
• Own it: Take end-to-end accountability for searches, candidate commitments and stakeholder follow-through. Surface risks early with a proposed solution and learn openly from mistakes
• Aim for impact: Focus on hiring work that moves the needle. Connect priorities to business and team outcomes, make explicit trade-offs and keep quality as part of speed
• Empower others: Invest time, empathy and recruiting expertise in candidates, hiring managers and teammates. Improve interview quality and help others make better decisions
• Always be curious: Ask why, challenge assumptions and continuously learn about technical roles, the talent market and bunch's business. Turn each search into reusable insight
• Enjoy the ride: Bring warmth, authenticity and constructive energy to demanding work. Stay calm under pressure, recognise progress and help the team navigate setbacks together

Benefits

• Flexible hours, remote work, and 28 days of vacation per year
• Benefit from working with a diverse mix of talents, unrivalled energy and team spirit within a culture of inclusion
• Additional benefits in the areas of mobility, food, education, and health

You are resilient and persistent when searches, stakeholders or candidates become difficult, while recognising when to change courseYou are curious about technical work, talent markets and the business, and learn quickly enough to calibrate credibly with Engineering, Product and Analytics leadersYou have 3+ years of experience in end-to-end recruitment, with meaningful ownership of technical roles in a fast-moving environmentA mix of agency and startup experience is a plusYou are a creative sourcer who develops new talent pools, messages and routes to market when the standard process is not enoughYou use recruiting data, AI and automation responsibly without outsourcing human judgmentYou are intrinsically self-starting: you identify gaps, form a point of view, propose solutions and close loops without needing detailed directionYou value structured kick-offs, scorecards, ATS discipline and data, but understand that process supports judgment rather than replacing itYou have hired for a diverse set of roles and seniorities within Engineering, Product, Design, and Data