About the role

Talent Partner managing end-to-end hiring processes to shape Avvoka's growth as a leading legal-tech brand. Building sourcing strategies and enhancing candidate experiences in a dynamic environment.

Responsibilities

Run end-to-end hiring with pace and quality
Own the full hiring lifecycle for priority roles (brief → pipeline → interviews → offer → close).
Build role-specific sourcing strategies across inbound/outbound channels, with a focus on quality and diversity of pipelines.
Keep hiring managers aligned through clear scorecards, structured feedback, and decisive debriefs.
Partner with hiring managers as a trusted advisor
Challenge and refine role briefs, leveling, and evaluation criteria to improve signal and reduce time-to-hire.
Coach stakeholders on best-practice interviewing, inclusive hiring, and candidate experience.
Provide market insights (talent availability, compensation positioning, competing offers) to shape hiring plans.
Improve our hiring engine
Strengthen our processes: interview loops, ATS hygiene, templates, scheduling flows, and decision-making cadence.
Track funnel performance and drive improvements using data (conversion, drop-off, offer acceptance, time-to-hire).
Raise the bar for candidate experience — fast, transparent, and human from first touch to onboarding.
Build Avvoka’s employer brand in the market
Tell a consistent, compelling story about Avvoka across outreach, job ads, and candidate conversations.
Create lightweight content and hiring collateral that helps candidates understand mission, team, and impact.
Represent Avvoka professionally with agencies and communities when needed (while keeping direct hiring at the core).

Proven experience as an in-house recruiter / talent partner running end-to-end hiring (midweight level).
Strong sourcing capability (LinkedIn Recruiter, proactive outreach, pipeline management) with evidence of filling roles through direct hiring.
Confidence partnering with stakeholders — you can influence, challenge constructively, and keep decisions moving.
A structured approach to hiring: scorecards, debrief discipline, and clean process execution.
Clear written and verbal communication, with a candidate-first mindset.
Bonus points if: You’ve hired in a B2B SaaS / scale-up environment (or adjacent: fintech, legal-tech, enterprise software).
You’ve recruited across both technical and non-technical roles.
You’ve improved hiring processes/metrics (not just operated within them).

Hybrid with flexible WFH allowances - Choose your days in office based on operational requirements
Private health insurance through VitalityHealth (post-probation), including discounted gym memberships
Access to WeWork amenities (coffee, community events, modern workspaces)
Summer Fridays - finish early every other Friday in July and August
Monthly socials and quarterly team events
Annual learning and development budget
Home office IT allowance
25 days’ annual leave plus public holidays
Company pension scheme
Right to request flexible working arrangements
A collaborative, transparent company culture with real opportunities for growth