Talent Acquisition Manager | Tech (f/m/d)

Meyandy LLC; Berlin; Hybrid; EUR 60.000 - 90.000; Vollzeit

Benefits dieser Stelle

Customizable benefits

Zusammenfassung

bunch is seeking a Talent Acquisition Manager — Tech to own end-to-end hiring for Engineering, Product, Design and Analytics. You will develop structured hiring plans, build pipelines and partner with technical leaders to ensure high-quality hires.

You will lead scorecards, interview plans and sourcing strategies, while leveraging AI tools to streamline research and reporting with a human-centric approach.

Qualifikationen

• 3+ years in end-to-end recruitment with tech hires.
• Experience across Engineering, Product, Design and Data is a plus.
• Ability to translate business needs into structured hiring plans.

Aufgaben

• Own assigned technical searches from kickoff to onboarding handover with clear scorecards and plans.
• Build targeted outbound pipelines and engage passive technical talent.
• Partner with hiring managers on availability, compensation, level and feasibility.
• Manage competing searches with clear milestones, priorities and risk signals.
• Create a strong candidate experience and close effectively by addressing motivations and concerns.
• Use AI and automation to improve research, preparation, reporting and follow-up while keeping human judgment.

Kenntnisse

End-to-end recruitment

Technical recruiting

Sourcing strategy

Candidate storytelling

Tools

Ashby

ATS

Jobbeschreibung

bunch is building the backbone of private markets. We are enabling next-gen fund operations with one integrated system that combines secure data infrastructure, AI-powered workflows and expert fund services. If you value ownership, growth through real responsibility, and working with a thoughtful, ambitious team, this role might be for you.Your roleAs 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.You will:* 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## About you* You have 3+ years of experience in end-to-end recruitment, with meaningful ownership of technical roles in a fast-moving environment* A mix of agency and startup experience is a plus* You have hired for a diverse set of roles and seniorities within Engineering, Product, Design, and Data* You are intrinsically self-starting: you identify gaps, form a point of view, propose solutions and close loops without needing detailed direction* You are resilient and persistent when searches, stakeholders or candidates become difficult, while recognising when to change course* You are curious about technical work, talent markets and the business, and learn quickly enough to calibrate credibly with Engineering, Product and Analytics leaders* You are a creative sourcer who develops new talent pools, messages and routes to market when the standard process is not enough* You value structured kick-offs, scorecards, ATS discipline and data, but understand that process supports judgment rather than replacing it* You use recruiting data, AI and automation responsibly without outsourcing human judgment## 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.## Workplace & benefits* Customizable benefits package covering wellbeing, sport, mobility, food and more