Talent Acquisition Manager
Fully remote role supporting EU & US hiring.
The End-Client
This role is working with a fast growing consumer health & wellness brand operating at the intersection of content, community and technology. Since launching a few years ago, the business has scaled rapidly, and today has a large, highly engaged social following, a substantial owned email audience, tens of millions of monthly impressions, and a significant six-figure monthly marketing investment fuelling growth.
Having already helped a large and growing base of customers address everyday pain and mobility issues, they're now transitioning from a content and coaching powerhouse into a world-class technology company, with a mission to make mobility and injury prevention as easy, simple, and addictive as possible.
About the Role
This is the company's first ever Talent Acquisition hire — there's no existing process to inherit and no legacy to untangle. You'll be defining how the company hires from scratch, with the ownership and autonomy that comes with building a function rather than joining one.
This isn't a screening-and-forward role — you'll build the hiring process from the ground up, get close enough to the business to understand exactly who's needed and why, and take ownership of getting the right people through the door and excited to join.
You will be working closely with hiring managers across every department, acting as the internal owner of talent acquisition rather than an outsourced function. This role is fully remote and will support hiring across both the EU and US as the company scales its team in both regions.
Starting in this role makes yo the first person to ever hold this seat, building the talent function from the ground up with direct access to the founder, full ownership over how the company hires, and the scope to grow a team under you as the business scales.
What You'll Own
· Own hiring across both the EU and US, understanding the different talent pools, expectations, and hiring norms in each region.
· Build a hiring process for each business unit/department that's slick, consistent, and moves quickly — and get everyone following it.
· Understand the company's culture deeply enough to know exactly the type of person we want to hire, and screen for that as rigorously as skills.
· Design and run the culture assessment process centrally, so every hire is evaluated against the same bar regardless of who's interviewing.
· Spend time with business leaders to map out hiring plans across the next 3, 6, and 12 months, not just fill whatever's open today.
· Run a job qualification meeting with every hiring manager who has a live role, to properly understand the skills, experience, and personality needed, then build your own job spec from that plus whatever they hand you.
· Screen candidates and keep them engaged and excited throughout the process, not just up to the interview.
· Build genuine relationships with candidates so that when an offer goes out, it's a formality, not a negotiation.
· Design and own the onboarding process, so new hires land into something structured rather than improvised.
· What We're Looking For
· Proven experience owning recruitment end-to-end, not just sourcing or just screening.
· Comfortable operating with autonomy and building process from scratch rather than inheriting one.
· Strong stakeholder management, confident challenging hiring managers on unclear or unrealistic briefs.
· A track record of closing candidates with minimal friction, through relationship-building rather than hard-selling.
Employment Solution
On top of a strong compensation package, indefinite contract employment (no end date) is a strong preference over an employee solution, and flexible contractor solutions that give taxation benefits can be accommodated depending on the country you are based in.
For example:
· UK: Outside IR35 contract
· Poland: B2B Contract
· Rest of EU: Freelance contract / B2B Contract / Independent Contractor solution
Permanent employment solutions are still possible if this is a hard requirement.