Tech Talent Acquisition Manager

Job description

📍 Paris | Full-time | Fluent 🇫🇷 & 🇬🇧 At Bigblue, we're building the logistics backbone for the next generation of commerce. Modern brands sell everywhere: through their own online stores, marketplaces, retail, social commerce, and more. Across every channel, customers expect the same fast, reliable, and transparent experience after they buy. What used to be Amazon's exclusive advantage is now becoming the standard for every ambitious brand. We're helping them get there. Since 2018, we've built a tech-driven fulfilment platform used by 600+ brands, including Muji, Aigle, Scuffers, and Cabaïa. With 200+ Bigbluers across the UK, France, Spain, and Germany, our proprietary tech stack, and a network of 9 warehouses and over 100,000 sqm of fulfilment space across Europe, we ship millions of orders every month. And we're nowhere near done! Backed by €20M+ in funding, we're expanding across Europe and building the operating system that will power modern commerce operations at a global scale. At Bigblue, we hold ourselves to a very high bar: in the quality of our product, the rigour of our operations, and the care we bring to every merchant we work with. You'll be working alongside talented people on real, high-impact problems, in an environment where high standards come with genuine support, ownership, and room to grow. If you want your work to matter from day one, you're in the right place. - Title: Tech Talent Acquisition Manager - Location: Paris, France - Working Model: Hybrid (2 remote days a week) - Constraints: Fluent in English and in French We’re hiring a Tech Talent Acquisition Manager to help Bigblue attract, assess, and close the technical talent we need to scale our product and engineering teams across Europe. In the next 6 months, this person will own a portfolio of high-priority tech roles end-to-end, strengthen our technical hiring playbooks, and raise the quality and speed of our recruiting process. ### 📋 What You’ll Do (Responsibilities) - Own end-to-end recruitment for a portfolio of technical roles, from role intake and sourcing strategy to interviews, offer management, and closing. - Partner with Engineering, Product, Data, and leadership stakeholders to clarify the hiring need, define must-haves vs. nice-to-haves, align on level expectations, and build robust interview plans. - Build and activate high-quality sourcing strategies for technical profiles, including target company mapping, direct sourcing, talent pools, referrals, and tailored outreach. - Run structured TA screens that assess motivation, technical trajectory, level fit, communication, and alignment with Bigblue’s culture and ways of working. - Keep hiring processes moving with strong stakeholder cadence: weekly funnel reviews, clear next steps, feedback follow-up, decision clarity, and timely escalation of risks. - Improve assessment quality for recurring technical roles by building scorecards, calibration materials, question banks, and interviewer guidance. - Use data and feedback loops to diagnose funnel issues, including response rate, pass-through rate, time-in-stage, candidate drop-off, offer risks, and quality signals. - Lead strong pre-closing and closing conversations by understanding candidate motivations early, anticipating objections, and equipping Hiring Managers with clear pitch points and closing plans. ### 📈 What Success Looks Like (30/90 Days) 📌 30 Days - Build a clear understanding of Bigblue’s business model, tech organization, product, engineering culture, and current technical hiring priorities. - Take ownership of the active technical hiring portfolio, with a clear view of role priorities, hiring managers, target profiles, interview steps, salary/leveling constraints, and key risks. - Run structured intake meetings for each role and document clear success profiles, must-haves, sourcing targets, scorecards, and process SLAs. 📌 90 Days - Deliver a consistent pipeline of qualified technical candidates for priority roles and maintain strong process momentum with candidates and stakeholders. - Improve at least one recurring technical hiring process by refining the scorecard, interview plan, sourcing strategy, or candidate pitch based on data and feedback. - Establish a trusted partnership with Hiring Managers, with clear weekly updates, proactive risk management, and evidence-based recommendations on trade-offs. ### 👤 Who You Are (Requirements) ✅ Must-Have - 3+ years of experience in Talent Acquisition, including significant ownership of technical roles in a fast-paced tech, startup, scale-up, or high-growth environment. - Strong full-cycle recruiting experience, from intake and sourcing to stakeholder management, assessment, offer preparation, and closing. - Proven ability to source and engage technical talent through direct sourcing, market mapping, Boolean search, LinkedIn Recruiter, referrals, and creative outreach. - Strong understanding of technical profiles such as Software Engineering, Product, Data, Infrastructure, Security, or technical leadership, with the ability to credibly represent the opportunity to candidates. - Excellent stakeholder management skills: you know how to run efficient intake meetings, clarify decision ownership, push for feedback, and escalate risks with options. - Structured assessment mindset: you can build scorecards, calibrate interviewers, separate must-haves from nice-to-haves, and make hiring decisions more evidence-based. - Data-driven and operationally rigorous: you track funnel health, identify bottlenecks, and improve processes without lowering the hiring bar. - Strong communication skills in English, both written and spoken, with the ability to create clear candidate pitches, stakeholder updates, and hiring documentation. ⭐ Nice-to-Have - Experience recruiting for a B2B SaaS, logistics, marketplace, infrastructure, or developer/product-led environment. - Experience hiring across several European markets, especially France, the UK, Spain, or Germany. - Experience improving interviewer training, scorecards, referral programs, employer branding, or technical recruiting operations. - Comfortable using Lever or a similar ATS, and able to maintain excellent funnel hygiene. - Fluent in English and French ### 🗓️ Interview Process 1. TA screen (30 min) 2. Hiring Manager deep-dive (60 min) 3. Case study (60 min) 4. On-site interviews 5. Reference checks