Talent Acquisition Lead (Non-Tech)

Jobgether; France; À distance; EUR 65 000 - 90 000; Plein temps

Avantages offerts par ce poste

Vacation days

Sick leave

Public holidays

Medical insurance

Remote work

Education budget

Language budget

Wellness budget

Résumé du poste

Jobgether is seeking a Talent Acquisition Lead (Non-Tech) based in France to lead and strengthen the recruitment function for a growing international organization. You will oversee the full non-technical recruitment lifecycle, from pipeline development through hiring and onboarding coordination.

A key part of the role is mentoring and developing recruiters while raising standards across the team. You will use metrics and analytics to monitor performance, identify gaps, and drive continuous

Qualifications

• 3–5 years of experience in end-to-end recruitment.
• Proven experience sourcing and hiring high-quality talent across non-technical functions, particularly Legal, Finance, and Accounting.
• Strong execution skills with the ability to take ownership of recruitment activities and deliver measurable results.
• Ability to plan, prioritize, and coordinate multiple recruitment projects and hiring processes simultaneously.
• Strong service-oriented mindset with the ability to establish and maintain positive relationships with candidates and internal stakeholders.
• Proactive, self-driven approach with a strong sense of accountability and responsibility for outcomes.
• Analytical and problem-solving mindset with a focus on improving recruitment processes and effectiveness.
• Strong English communication skills at Upper-Intermediate (B2+) level or higher.
• Experience leading, managing, mentoring, or coaching recruiters is a strong advantage in international environments.

Responsabilités

• Lead the recruiting function and ensure consistently high-quality hiring outcomes across non-technical roles.
• Mentor, coach, and develop recruitment team members to meet objectives.
• Oversee end-to-end recruitment processes including pipeline management and candidate progression.
• Align recruitment activities with KPIs and performance metrics.
• Identify opportunities to improve talent acquisition processes, workflows, tools, and practices.
• Monitor recruitment analytics to drive data-informed decisions.
• Build strong relationships with candidates, hiring managers, and external partners.
• Ensure a positive and consistent recruitment experience with modern standards and stakeholder communication.

Connaissances

End-to-end recruitment

Team leadership

Stakeholder management

Recruitment analytics

Sourcing non-technical talent

Mentoring recruiters

Project coordination

English communication (B2+)

Description du poste

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Talent Acquisition Lead (Non-Tech) based in France.

This role offers the opportunity to lead and strengthen a recruitment function supporting a growing international organization.

You will oversee the full non-technical recruitment lifecycle, from pipeline development through successful hiring and onboarding coordination.

A key part of the position is mentoring and developing recruiters while raising standards across the team.

You will use recruitment metrics and analytics to monitor performance, identify gaps, and drive continuous improvement.

The role combines people leadership, operational ownership, stakeholder management, and hands-on recruitment expertise.

You will work closely with candidates, hiring managers, and external partners across a fast-paced FinTech environment.

This is a strong opportunity for an experienced recruiter who wants to make a broader impact on both people and recruiting strategy.

Accountabilities

• Lead the recruiting function and help ensure consistently high-quality hiring outcomes across non-technical roles.
• Manage, mentor, and coach recruitment team members, supporting their development, performance, and ability to meet shared objectives.
• Oversee end-to-end recruitment processes, including pipeline management, recruitment workflows, candidate progression, and overall process effectiveness.
• Ensure recruitment activities, deliverables, and team performance remain aligned with established recruitment KPIs.
• Identify opportunities to improve talent acquisition processes, workflows, tools, and practices.
• Monitor recruitment metrics and analytics to assess performance and support data-informed decision-making.
• Build and maintain strong relationships with candidates, hiring managers, and external recruitment partners.
• Help ensure a positive and consistent recruitment experience while maintaining modern recruitment standards and effective stakeholder communication.

Requirements

• 3–5 years of experience in end-to-end recruitment, with strong knowledge of the full hiring lifecycle.
• Proven experience sourcing and hiring high-quality talent across non-technical functions, particularly areas such as Legal, Finance, and Accounting.
• Strong execution skills, with the ability to take ownership of recruitment activities and deliver measurable results.
• Ability to plan, prioritize, and coordinate multiple recruitment projects and hiring processes simultaneously.
• Strong service-oriented mindset with the ability to establish and maintain positive relationships with candidates and internal stakeholders.
• Proactive, self-driven approach with a strong sense of accountability and responsibility for outcomes.
• Analytical and problem-solving mindset, with a focus on identifying opportunities to improve recruitment processes and effectiveness.
• Strong English communication skills at Upper-Intermediate (B2+) level or higher.
• Experience leading, managing, mentoring, or coaching recruiters is a strong advantage, particularly where this includes improving team performance, supporting individual development, and achieving recruitment KPIs.
• Previous experience working in a fast-paced and international environment is also considered an advantage.

Benefits

• 20 paid vacation days per year.
• 10 paid sick leave days per year.
• Public holidays according to the approved company holiday calendar.
• Medical insurance.
• Remote work opportunity.
• Professional education budget.
• Language learning budget.
• Wellness budget covering expenses such as gym memberships, sports equipment, and related activities.