Talent Acquisition Partner (Brightflag)

Wolters Kluwer; Ireland; On-site; EUR 55,000 - 75,000; Full time

Job summary

Brightflag is scaling and seeks a Talent Acquisition Partner to own the full recruitment lifecycle across Engineering and GTM. You’ll partner with people partners and hiring managers to shape the candidate experience and ensure high-quality hires.

You will source, screen, coordinate interviews, negotiate offers, and close roles while tracking progress and data. 5+ years in in-house tech recruitment is expected, with familiarity in Workday.

Qualifications

• At least 5+ years of end-to-end recruitment experience.
• Experience hiring for technology and go-to-market roles.
• Experience in a tech company, ideally B2B SaaS.
• Experience using AI tools and automation to improve efficiency.
• Familiarity with Workday or similar ATS.

Responsibilities

• Own the full recruitment lifecycle end-to-end for assigned roles.
• Lead intake meetings with hiring managers, define success profiles and timelines.
• Source, screen, interview coordinate, and negotiate offers.
• Provide clear, evidence-based recommendations to hiring teams.
• Track hiring progress, pipeline health, and key metrics; drive improvement.
• Collaborate with People Ops Business Partners to align role requirements.
• Manage relationships with recruitment agencies as an extension of the team.

Skills

Direct sourcing

LinkedIn Recruiter

Talent mapping

Pipeline development

Interview coordination

Offer negotiation

Stakeholder management

Data-driven recruitment

Agency management

Tools

Workday

Job description

• Brightflag is scaling fast, and we’re looking for a Talent Acquisition Partner to support end-to-end hiring. Brightflag is a B2B SaaS company at an exciting point in its growth trajectory, and the People function is at the centre of that story
• From day one, you’ll run the full recruitment lifecycle across core Engineering and Go-to-Market, roles, partnering directly with people partners and hiring managers, shaping the candidate experience, and making a real difference to the quality and speed of every hire we make
• You’ll join a high-performing People team that operates as a true business partner — not a support function. Brightflag hires thoughtfully, holds high standards, and cares deeply about the candidate and hiring manager experience in equal measure
• The team is sharp, collaborative, and genuinely supportive. You’ll collaborate closely with leaders across the business, building credibility and trust with stakeholders who value great hiring as much as you do
• Partner with hiring managers from the moment a role opens by leading structured intake meetings, defining success profiles, and aligning on process, timeline, and interview approach before the first candidate is ever screened
• Own the full recruitment lifecycle end-to-end for assigned roles: from job posting and proactive sourcing through screening, interview coordination, offer negotiation, and close and ensure every stage runs smoothly and to a high standard
• Source top talent through a mix of direct outreach, talent mapping, and creative pipeline-building strategies
• Conduct in-depth screening and assessment calls to evaluate candidates against role requirements, culture fit, and growth potential, and deliver clear, evidence-based recommendations to hiring teams
• Manage relationships with recruitment agencies strategically; briefing partners effectively, holding them to quality standards, and ensuring they operate as a genuine extension of the team
• Champion an exceptional candidate experience at every touchpoint by communicating proactively, providing meaningful feedback, and ensuring every person who interacts with Brightflag comes away with a positive impression regardless of outcome
• Act as a trusted advisor to hiring managers and interviewers , including coaching on best practice, keeping stakeholders engaged and accountable, and pushing back constructively when process or standards are at risk
• Track and report on hiring progress, pipeline health, and key recruitment metrics and use data to identify bottlenecks, forecast hiring timelines, and drive continuous improvement
• Collaborate closely with People Ops Business Partners to ensure role requirements are clearly defined, hiring processes remain consistent, and the overall quality of the function continues to raise the bar

Proactive and self-directed — identifies what needs to be done and gets on with it, without waiting to be askedStrong command of direct sourcing techniques, including LinkedIn Recruiter, talent mapping, and building passive pipelinesAble to navigate ambiguity, pivot quickly when plans change, and maintain quality and pace even when facing blockers or shifting prioritiesHighly organised and process-driven ; able to juggle multiple open roles simultaneously without letting anything fall through the cracks, and instinctively uses tools and systems to stay on top of a demanding workloadTactfully assertive with the ability to challenge hiring managers, manage scope creep or unrealistic expectations pragmatically, and influence decisions with confidence and tactAt least 5+ years of previous end-to-end recruitment experience, ideally in-house, with experience hiring for technology and go-to-market rolesA genuinely collaborative team player who shares knowledge, supports colleagues, and understands that great hiring is a team sportClear, compelling, and credible written and verbal communication, whether crafting a candidate outreach message or presenting pipeline data to a senior stakeholderExperience working in a tech company, ideally B2B SaaSExperience actively using AI tools and automation compliantly to work more efficiently, reduce manual effort, and free up time for high-value candidate and stakeholder engagementHave a track record of filling hard-to-hire positions without compromising on qualityFamiliarity with Workday or a similar ATS