Global Talent Scout

Job description

HI, WE’RE BACK MARKET. We’re here to help make tech reliable, affordable, and better than new. We're a global marketplace for refurbished devices, helping lower our collective environmental impact by providing trustworthy, affordable tech with 92% less carbon emissions than new. Yep, you read that right. Turns out refurbished tech is way better for the planet than new. In fact, With every device purchased on Back Market, our positive impact on the planet grows. From our Customer Care representatives to our software engineer, every individual at Back Market cuts the planet — and consumers — a break. Our mission is simple: to do more with what we already have. Are you ready to join us? Talent scouting is the strategic process of identifying, assessing, and attracting individuals with high potential who can contribute significantly to an organisation’s success. Unlike traditional recruiting, talent scouting emphasises proactive search and long-term relationship-building, often targeting passive candidates who aren’t actively seeking new opportunities. RESPONSIBILITIES LONG-TERM PIPELINE - Proactively search for and identify high-potential individuals long before job openings arise targeting passive candidates - Build and animate a pipe of 80–120 profiles in active relationship across priority families - Maintain 20–30 profiles at advanced maturity (availability within 6 months) at all times - Define talent requirements in collaboration with the Head of TA and hiring managers and anticipate future skill gaps before they affect productivity - Develop talent pipelines that ensure continuity in leadership and expertise, supporting succession planning efforts by identifying future leaders in line with D,E&I rules - Maintain relationships with past and current candidates to build a durable, reactivable network REFERRALS - Design and animate the internal referral programme and make every Back Maker a talent ambassador - Track conversion by source and vertical EMPLOYER BRAND & CONTENT STRATEGY - Deliver Back Market’s employer brand narrative across all talent-facing channels - Build and execute the LinkedIn content strategy: posts, articles, employee spotlights, behind-the-scenes stories (in line with External Comm) - Launch and produce a Back Market talent podcast, video, youtube channel… : interviews with internal leaders, industry voices, and future talent - Create and distribute a recurring talent newsletter targeting passive candidate communities - Track Back Market’s reputation on Glassdoor and specialist forums : respond, engage, improve - Develop recruitment marketing strategies that position Back Market as a destination employer in tech, product, and data COMMUNITY MANAGEMENT & NETWORKING - Build and animate talent communities around Back Market’s key hiring verticals (tech · product · design · data · exec - D,E&I) - Represent Back Market at industry events , not just conferences where top talent gathers informally - Attend tech meetups, product conferences, exec forums, and unconventional networking spaces to discover potential talent - Network with universities, bootcamps, professional associations, and industry institutions - Build and animate an internal ambassador programme : equip Back Makers to represent the company in their own communities - Engage with potential candidates through social media and face-to-face meetings : build genuine relationships, not transactional exchanges MARKET INTELLIGENCE - Map competitor hiring activity and talent movements - Identify availability signals for key profiles (movements · fundraising · restructurings · layoffs) - Maintain continuous monitoring of tech, product, and exec talent ecosystems PROFILE EXPERIENCE & SKILLS - 8 years at least in senior sourcing, talent scouting, and talent marketing - Proven experience building long-term pipelines for rare profiles - Strong content creation skills: writing, storytelling, podcast production, or newsletter management, video… - Excellent marketing and networking skills, highly engaging in both digital and in-person settings - Experience designing and managing a referral programme - Community presence: events · networks · social media · content creation - Advanced sourcing tools mastery: LinkedIn Recruiter, specialist communities - A keen eye for talent : ability to assess potential beyond CVs and job titles - Fluent French/English POSTURE - Long-distance runner, not a sprinter, this role has no monthly closing KPI and requires patience and persistence - Boundary-holder: must resist pressure to handle urgent open requisitions - Naturally curious about people, trajectories, and deeper motivations - Entrepreneurial mindset : able to build a content and community engine from scratch - Excellent communicator : engaging storyteller who makes people want to be part of Back Market before a role even exists WHY SHOULD YOU JOIN US ? ✌🏼 At Back Market, we’re committed to hiring and supporting diverse teams of people from all backgrounds, experiences, and perspectives — it’s one of the reasons we’re such a high-scoring certified B Corp company (93.2). No matter your role and seniority level, you’ll enjoy impact-driven work with hands-on career development in an innovative, driven, and fast-paced environment — with benefits to match, like: - A mission driven work environment where your day to day makes an impact on the planet. Seriously. - Hybrid work environment, with 2 remote days a week and 1 remote work week per quarter, plus 3 flex days. - Employee Resource Groups, including mentorship programs, comprehensive accessibility policies, and cultural competency training. At Back Market, we strive to create a workplace that embodies the world we’re trying to change. We’ve embedded our diversity, equity, and inclusion principles into our DNA — from dedicated staff to employee resource groups to our company values. We know that the perfect background for a role doesn’t mean the perfect fit — we encourage you to apply for a role even if you think you may not have all the qualifications. If reasonable accommodations are needed for the interview process, please do not hesitate to discuss this with the Talent Acquisition Team.