Talent Partner

Join Beyonk as a Talent Partner, where you'll be responsible for managing the end-to-end recruitment process across various functions in the UK and US. You'll actively source candidates, promote Beyonk's culture and purpose, and ensure a positive candidate experience. You'll also be involved in building the employer brand, designing recruitment processes, and analyzing hiring data. This role requires a strong background in recruitment, excellent communication skills, and a passion for connecting with people.

• Gérer l'ensemble du processus de recrutement pour des rôles variés, de l'identification des besoins à l'offre d'embauche.
• Collaborer avec les responsables de l'embauche au Royaume-Uni et aux États-Unis pour comprendre leurs besoins et leurs attentes.
• Activer des sources de candidats, y compris la recherche active de candidats passifs, et promouvoir la culture et les valeurs de l'entreprise.
• Moving at pace puts your process under pressure quickly, shows you where it breaks, and tells you what to optimise next
• That's also what earns you the room to build the systems, process and AI that make hiring sharper
• The conversations, the relationships, the buzz of finding someone brilliant and getting them over the line - and it shows in how candidates rate the experience you give them
• You're probably 18 months - 4 years into recruitment, embedded via an agency or in-house at a startup, and you've been well managed enough to learn the craft properly
• Above all, you love talking to people
• Fast, reliable execution is your foundation - and it's how you learn
• You've seen someone build a hiring function from scratch, you've become a genuinely reliable executor, and you're ready to do it yourself
• You work at pace on purpose. You fill your week with quality conversations - think three to five good calls a day - read the conversion, and optimise fast when it dips. You know volume isn't the goal in itself: putting the wrong people in front of hiring managers is a failure, not activity
• Ideally AI is already in how you work - but we'll also back clear potential held back by a current setup that hasn't let you
• You've thrived in ambiguity before - roles pivoting mid-process, experimental briefs, teams still forming - and delivered anyway. You don't need (or want) everything around you to be perfect to do great work
• You naturally think in systems, and have a bias to build and optimise. You should have several examples of how you've mechanically improved conversion metrics
• A real people person - you love the conversations, and candidates consistently rate the experience you give them
• The ability to sell a role on alignment around purpose and culture, from the first outreach message to extending an offer
• Around 2-4 years+ in recruitment, embedded or in-house, at tech startups or scale-ups, owning roles end to end across more than one function. You’ve likely filled a minimum of 30 roles across GTM, back office and Engineering, and can talk confidently about how your first hire and your latest are day and night, and point to exactly what you now do differently on purpose
• Genuinely strong sourcing, fast - you find and engage passive candidates at pace, not just work inbound
• An eye for potential, and the ability to translate that into CV signals, and/or interview questions as early as possible in the process
• Technical screening experience
• Experience hiring in Austin or the wider US, or comfort across time zones
• Employer brand, people ops or hiring analytics exposure or interest