Responsibilities
- Long-Term Pipeline - Proactively search for and identify high-potential individuals long before job openings arise targeting passive candidates
- Build and animate a pipe of 80–120 profiles in active relationship across priority families
- Maintain 20–30 profiles at advanced maturity (availability within 6 months) at all times
- Define talent requirements in collaboration with the Head of TA and hiring managers and anticipate future skill gaps before they affect productivity
- Develop talent pipelines that ensure continuity in leadership and expertise, supporting succession planning efforts by identifying future leaders in line with D,E&I rules
- Maintain relationships with past and current candidates to build a durable, reactivable network
- Referrals - Design and animate the internal referral programme and make every Back Maker a talent ambassador
- Track conversion by source and vertical
- Employer Brand & Content Strategy - Deliver Back Market’s employer brand narrative across all talent-facing channels
- Build and execute the LinkedIn content strategy: posts, articles, employee spotlights, behind-the-scenes stories (in line with External Comm)
- Launch and produce a Back Market talent podcast, video, youtube channel… : interviews with internal leaders, industry voices, and future talent
- Create and distribute a recurring talent newsletter targeting passive candidate communities
- Track Back Market’s reputation on Glassdoor and specialist forums : respond, engage, improve
- Develop recruitment marketing strategies that position Back Market as a destination employer in tech, product, and data
- Community Management & Networking - Build and animate talent communities around Back Market’s key hiring verticals (tech · product · design · data · exec - D,E&I)
- Represent Back Market at industry events , not just conferences where top talent gathers informally
- Attend tech meetups, product conferences, exec forums, and unconventional networking spaces to discover potential talent
- Network with universities, bootcamps, professional associations, and industry institutions
- Build and animate an internal ambassador programme : equip Back Makers to represent the company in their own communities
- Engage with potential candidates through social media and face-to-face meetings : build genuine relationships, not transactional exchanges
- Market Intelligence - Map competitor hiring activity and talent movements
- Identify availability signals for key profiles (movements · fundraising · restructurings · layoffs)
- Maintain continuous monitoring of tech, product, and exec talent ecosystems
Requirements
- 8 years at least in senior sourcing, talent scouting, and talent marketing
- Proven experience building long-term pipelines for rare profiles
- Strong content creation skills: writing, storytelling, podcast production, or newsletter management, video…
- Excellent marketing and networking skills, highly engaging in both digital and in-person settings
- Experience designing and managing a referral programme
- Community presence: events · networks · social media · content creation
- Advanced sourcing tools mastery: LinkedIn Recruiter, specialist communities
- A keen eye for talent : ability to assess potential beyond CVs and job titles
- Fluent French/English
Work Arrangement
Hybrid
Additional Information
- Hybrid work environment, with 2 remote days a week and 1 remote work week per quarter, plus 3 flex days.
