Senior Talent Acquisition Manager (GTM & Operations)

• As Senior Talent Acquisition Manager — GTM & Operations at bunch, you will own hiring across business roles. You will combine hands-on sourcing and closing with portfolio leadership, business judgment and trusted partnership with senior stakeholders
• Own end-to-end hiring across GTM (Sales, Marketing, Customer Success, Revenue Operations, Partnerships), and Operations (e.g. Fund Operations, Fund Accounting) across Germany and the UK, plus occasional hires in other locations (Luxembourg and the Netherlands), while developing a deep understanding of each team and translating company priorities into clear role outcomes and practical hiring plans
• Partner with functional and executive leaders to shape demand, challenge role design and improve hiring decisions, while setting clear expectations on ownership, timelines and trade-offs
• Build and close high-quality pipelines through direct sourcing, referrals, networks, communities, events and selective agencies, and manage a thoughtful, responsive and honest candidate journey from first contact through offer
• Lead the portfolio with clear priorities and forecasts, using evidence on talent supply, compensation, location, competitors and candidate motivation to recommend sequencing, capacity and external support
• Strengthen hiring quality through disciplined intake, scorecards, interviews, feedback and closing, while identifying friction, testing improvements and sharing reusable practices with hiring managers and the wider TA team
• You will use tools such as Claude, Gemini, Notion AI to increase leverage and develop better recruiting workflows, while retaining accountability for judgment, quality, privacy and sensitive communication - while leveraging our ATS features (Ashby)
• Contribute to building and efficient and future-proof hiring systems with the rest of the People team
• Contribute to further building bunch brand presence and employer branding initiatives, while build a community around you in the private markets space
• What success looks like:
• Own it: Take accountability for the business hiring portfolio, not only individual requisitions. Create clarity where ownership is ambiguous, close loops with senior stakeholders and surface risks early with a recommendation
• Aim for impact: Focus talent capacity on the hires and improvements that move company outcomes. Make explicit trade-offs, connect hiring decisions to revenue and delivery, and measure quality as well as speed
• Empower others: Raise the effectiveness of hiring managers, peers and interviewers through coaching, context and reusable practice. Build trusted partnerships while preserving shared accountability
• Always be curious: Learn the business, customer and talent market deeply. Ask why before accepting demand, test assumptions and turn market and quality-of-hire evidence into better workforce decisions
• Enjoy the ride: Bring calm, warmth and constructive energy to high-pressure searches and difficult conversations. Recognise progress and support the team while maintaining a high bar

Benefits

• Additional benefits in the areas of mobility, food, education, and health
• Flexible hours, remote work, and 28 days of vacation per year
• Benefit from working with a diverse mix of talents, unrivalled energy and team spirit within a culture of inclusion

You have strong business acumen and connect company priorities, team design and commercial or operational outcomes to practical hiring plansYou have significant end-to-end recruiting experience across business functions such as GTM, Operations and/or Professional Services, including senior or high-impact searchesYou bring a constructive, high-ownership attitude and stay close enough to execution to turn ambiguity into actionYou can hold substantial cognitive load across a changing portfolio, senior stakeholders and high-stakes candidates without losing clarity, detail or follow-throughYou are self-starting and act with agency: you create structure, initiate solutions and elevate with an informed recommendationYou build strong processes and data discipline without becoming rigid, and continually look for ways to improve candidate experience and team effectivenessYou have practical experience using AI tools in your daily recruiting workflow; experience building automations or new workflows is a strong advantageYou have a strong track record of sourcing and closing high-calibre, hard-to-reach candidates through direct outreach and other creative channelsYou have worked across multiple functions, markets or locations and can adapt your approach to different talent pools and business contextsYou combine emotional intelligence with gravitas, adapting to different stakeholders while remaining direct about evidence and trade-offsYou communicate fluently in EnglishYou have strong discernment: you see nuance, separate signal from noise and know when persistence should become a different strategyYou have experience in fintech, fund administration or professional services, or evidence that you can build credibility quickly in a complex domain