Job Description

At Ovoko, hiring starts with understanding what the business needs to achieve and finding people who can help us get there.

As a Talent Acquisition Partner at Ovoko, you are not just filling roles - you are building the talent foundation that fuels our most strategic bets and accelerates our growth. You will operate as a true business partner to leadership, aligning hiring priorities with market opportunities and ensuring every hire moves us closer to our vision of becoming the category leader in the European used parts market.

Drive business critical hiring. Partner directly with hiring managers to prioritize and close roles that have the highest impact on revenue, market leadership, and operational excellence.
Lead strategic workforce planning. Anticipate future talent needs by staying close to business roadmaps, market trends, and performance metrics, use this insight to influence hiring priorities.
Run high-quality hiring processes. From crafting targeted sourcing strategies to assessing for both business impact and culture fit, ensure every step of the hiring journey raises the bar.
Facilitate strong manager partnerships. Equip and coach hiring managers to be effective talent magnets, from interview capability to role scoping and decision making.
Measure and improve hiring quality. Link recruitment outcomes to business results, probation pass-through rates, and performance review data to ensure TA is directly contributing to higher seniority and long-term success of new hires.
Innovate and experiment. Identify and test new sourcing channels, tools, and processes to reduce time to hire without compromising quality.
Be a market expert. Maintain a deep understanding of talent availability, compensation trends, and competitive hiring moves in our key markets.

Requirements

Proven in-house or agency tech recruitment experience leading complex and senior hiring.
Proactive approach to defining hiring standards, driving process imporvements, and coaching leaders to make stronger, evidence-based assessments.
Business acumen to influence workforce plans, role scope, seniority, and compensation.
Credibility with senior leaders and confidence to challenge hiring assumptions and decisions.
Ability to balance between business and people needs.
Analytical skills (ability to analyze, identify, and track performance).
Strong sourcing and assessment skills, with a track record of hiring high-impact talent.
Ability to use market insights and hiring outcomes to improve decisions across the organisation.
Fluent written and spoken English.