Talent Acquisition Partner - Headhunting M/F

About the role

In a context of rapid growth and fierce competition for scarce quantum and deep-tech talent, the Talent Acquisition Partner - Headhunting is key to scaling the Talent Acquisition team and shifting its approach towards more proactive, targeted hiring. Reporting to the Talent Acquisition Lead, they will work closely with hiring managers and the People & Culture team to build direct relationships with senior and expert profiles in the field and strengthen the company's positioning towards them.

Responbilities:

• Proactively source and approach technical talent, identifying and mapping target profiles, engaging passive candidates through personalised outreach, and building talent pools to anticipate current and future hiring needs
• Engage and advise senior and expert candidates, representing the company credibly and presenting its mission and technology with technical relevance
• Manage end-to-end recruitment processes, from screening and interview coordination to offer support and closing
• Influence and support hiring managers by clarifying needs, defining search strategies and sharing market insights
• Lead transversal projects for the Talent Acquisition team, such as sourcing initiatives, process improvements and tooling, coordinating stakeholders across teams

Requirements:

• A recruitment professional with a strong sourcing and headhunting background, comfortable approaching senior and expert candidates directly. They combine a proactive, data-informed approach to talent search with the ability to advise hiring managers and manage projects across teams. They 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 (Boolean search, LinkedIn Recruiter, talent mapping).
• Ability to engage and build credibility with senior and expert profiles.
• Understanding of technical and scientific profiles (physics, engineering, software), with curiosity for deep-tech.
• End-to-end recruitment and candidate experience management.
• Experience with an applicant tracking system (e.g. Lever).
• Stakeholder management and 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 Hector (45 min)
• Technical Interview/Case study (60 min)
• Leadership Team Interview (30 min)
• Fit Interview (30 min)
• Reference Check