Talent Acquisition Partner

About the role

Quantum and deep-tech talent is rare, and everyone is chasing it. Your job: get to the best people first. As we grow fast, you will help our Talent Acquisition team move from waiting for applications to going out and finding the right people, with focus and precision. Reporting to the team’s lead, you will work hand in hand with hiring managers and the People & Culture team to build real relationships with senior and expert profiles, and to make Alice & Bob the company they want to join. Your playground: mapping target profiles, reaching passive candidates with outreach worth replying to, and building talent pools that anticipate tomorrow’s hiring needs.

Responbilities:

• Hunt smart: source and approach technical talent, map target profiles, engage passive candidates with personalised outreach, and build talent pools for current and future needs
• Tell our story to people who know their stuff: engage and advise senior and expert candidates, representing the company credibly and presenting our mission and technology with technical relevance
• Own the journey: manage recruitment end to end, from screening and interview coordination to offer support and closing
• Be the hiring managers’ go-to partner: clarify needs, define search strategies and share market insights
• Make the team stronger: lead transversal projects such as sourcing initiatives, process improvements and tooling, and coordinate stakeholders across teams

Requirements:

You’re a headhunter at heart: you enjoy reaching out directly to senior and expert candidates and earning their trust. You mix a proactive, data-informed approach to talent search with the ability to advise hiring managers and run projects across teams, and you thrive in a fast-growing, deep-tech environment. 

• Languages: Proficient in English; French is a plus
• Experience: Minimum 5 years in technical recruitment or headhunting, in an agency or in-house
• Proactive sourcing and headhunting skills (Boolean search, LinkedIn Recruiter, talent mapping)
• The ability to engage and build credibility with senior and expert profiles
• An understanding of technical and scientific profiles (physics, engineering, software), and real curiosity for deep-tech
• End-to-end recruitment and candidate experience management
• Experience with an applicant tracking system (e.g. Lever)
• Stakeholder management skills and the ability to influence hiring managers
• Project management and cross-functional coordination
• Strong written and verbal communication, autonomy, and a sense of ownership




 

Recruitment Process:

Screening Call with Sylamite, Talent Acquisition Specialist (30 min)
Hiring Manager Interview with Giusy (45 min)
Technical Interview/Case study (60 min)
Leadership Team Interview (30 min)
Fit Interview (30 min)
Reference Check