Senior Talent Acquisition Partner

IFU; København; Hybrid; DKK 650,000 - 900,000; Full time

Job summary

Impact Fund Denmark is seeking a Senior Talent Acquisition Partner to own end-to-end recruitment across the organisation, covering investment, corporate and support functions. You will take the process from initial conversation with the hiring manager through to offer, ensuring momentum and high standards for candidates and managers.

This Lead role has no direct reports but owns the recruitment lifecycle, trains hiring managers, and collaborates with external search partners when needed.

Qualifications

• Solid experience independently managing end-to-end recruitment.
• Strong direct-sourcing experience, including outreach to passive candidates.
• Experience recruiting into a professional, knowledge-intensive environment.
• Confidence advising senior and demanding hiring managers.
• Professional fluency in Danish and English.

Responsibilities

• Own end-to-end recruitment across the organisation.
• Guide the process from first conversation to offer.
• Anchor the recruitment process and train hiring managers.
• Maintain compliant, well-documented hiring decisions.
• Build talent pipelines and market knowledge for recurring or difficult roles.
• Collaborate with external search partners when used.

Skills

Full-cycle recruitment

Direct sourcing

Stakeholder advisory

Candidate assessment

Bilingual Danish & English

Job description

Impact Fund Denmark · People & Culture · Copenhagen

Impact Fund Denmark has grown over the past few years, and many of our colleagues are still relatively new to the organisation. In 2027, our focus is on making that growth work well: strengthening the systems, processes and ways of working a larger organisation needs, while continuing to hire for our ambitions toward our 2027-2030 strategy.

Recruitment is an important part of that next phase.

We are creating a dedicated Senior Talent Acquisition Partner role to take ownership of how recruitment works across Impact Fund Denmark from attraction and sourcing to assessment, candidate experience and offer.

Hiring managers make the final hiring decision. Your role is to make sure they reach it through a strong, well-run and well-informed process.

You will report to our Head of People & Culture.

What you’ll be working on

You will own end-to-end recruitment across the organisation, covering both investment roles and corporate and support functions.

For each hire, you will take the process from the first conversation with the hiring manager through to offer. You will be responsible for keeping the process moving, maintaining a high standard and making sure both candidates and hiring managers know what to expect.

At the same time, you are responsible for anchoring the recruitment process in the organisation, training hiring manager or appointed recruitment panel, and meticulous documentation of the hiring process and decisions to ensure compliance.

That includes:

• advising hiring managers on role definition, the candidate market and the right recruitment approach
• delivering a professional and engaging candidate journey from start to finish, including a welcoming, seamless and positive on-site experience for arriving candidates
• coordinating, overseeing and driving end-to-end recruitment processes in close collaboration with hiring managers
• sourcing directly, mapping relevant markets and reaching out to candidates who may not be actively looking
• Identifying, sourcing and vetting talents on different channels to find top-tier active and passive candidates, and conduct initial screening interviews to assess technical and interpersonal-skills as well as cultural alignment
• screening and interviewing candidates and helping managers design structured, relevant assessments
• managing timelines, expectations and communication from intake through to offer
• briefing and managing external search or recruitment partners when we use them
• setting and ensuring a consistent standard for job ads, interviews, candidate communication and hiring documentation
• building talent pipelines and market knowledge for recurring or difficult-to-fill profiles
• using recruitment data to improve hiring quality, timeliness and cost-effectiveness, and demonstrate responsible use of recruitment resources in a state-owned organisation
• improving our recruitment tools, templates and ways of working over time
• ensuring that selection criteria, candidate assessments, approvals and hiring decisions are clearly documented and traceable, supporting public-sector governance, compliance with applicable rules and internal policies, and auditability under the Danish standards on public-sector auditing (SOR)
• contributing to selected People & Culture projects alongside recruitment where it makes sense
• training and guiding hiring managers on recruitment processes and guidelines to drive fair, consistent hiring decisions

What a good first year looks like

• Recruitment has a clear owner. Hiring managers know where to go for advice and support, and there is a consistent professional standard across the organisation.
• Processes are stronger and more consistent. Roles are well defined, assessments are structured, and recruitment decisions are properly documented.
• Hiring processes keeps moving. Managers receive relevant, well-screened candidate fields, and processes keep momentum on the factors within your control.
• We rely less on who happens to apply. Direct sourcing is used actively where needed, and external search partners are brought in selectively and managed closely.

What we’re looking for

• Solid experience independently managing end-to-end recruitment
• strong direct-sourcing experience, including outreach to passive candidates
• experience recruiting into a professional, knowledge-intensive environment
• confidence advising senior and demanding hiring managers
• the ability to keep recruitment processes moving and hold people to agreed timelines
• experience screening and interviewing candidates, with good judgement about assessment quality
• strong structure, follow-through and attention to the documentation behind hiring decisions
• professional fluency in Danish and English

It would be useful, but is not essential, if you also have experience with one or more of the following:

• recruiting investment or financial-services professionals
• executive search or other senior professional recruitment
• briefing and managing external search or recruitment partners
• market mapping, talent intelligence or proactive pipeline building
• using recruitment data and metrics to improve processes
• international recruitment

Where the role sits

This is a Lead role with no direct reports. You will have full ownership of the recruitment lifecycle, meaning you should be comfortable balancing high-level strategy and manager coaching with hands‑on execution, including the day-to-day administrative and coordination tasks, candidate care and operational execution.

You will be the main point of contact for recruitment across Impact Fund Denmark and the person responsible for how recruitment is run and for its quality.

Hiring managers remain accountable for who they hire. You bring the candidate market knowledge, recruitment expertise and process that help them make those decisions well.

That means being willing to challenge a brief when necessary, being realistic about the market, keeping a process moving when other priorities compete for attention, and making sure candidate experience does not become an afterthought.

For specialist searches, or during periods of particularly high hiring activity, you will also work with HRBP colleagues and external search partners. For periods of low activity you will build adjacent HR capabilities and part take in leadership development,....

Why join Impact Fund Denmark?

You will have the opportunity to shape how recruitment is done across the organisation rather than inherit a narrowly defined part of the process.

You will work closely with the Head of People & Culture and with senior leaders across the organisation, including our investment teams.

The role is unusually broad for an internal recruitment position. One search may be for an investment professional with a highly specialised background; the next may be for a corporate or functional expert.

And the work connects directly to Impact Fund Denmark's purpose. Every person you help bring into the organisation contributes, in some way, to investments in green energy and infrastructure, financial services, sustainable food systems and healthcare in developing countries.

Practical details

Location: Østbanegade 135, 2100 Copenhagen Ø

Position: Permanent, full-time, 39 hours per week including lunch

Hybrid working: Up to 20% of working time from home

Application deadline: 23 September 2026

Hybrid: We currently have up to 20% of working time from home starting after 6 months of employment. We believe being in office is important for successful onboarding and integration into team and organisation.

We review applications on an ongoing basis.

Department

Østbanegade 135 2100 Copenhagen

Lokation

Copenhagen, Denmark