Responsibilities
- Build the Turkey recruiting function from the ground up — define the team structure, roles, and success criteria in partnership with People leadership, and hire a team of 2–4 recruiters to support the hub’s growth.
- Lead, coach, and develop the recruiting team once in place — setting clear goals, providing ongoing feedback, holding a high performance bar, and building a culture where the best people want to stay and grow.
- Own the full-cycle recruiting process for technical and non-technical roles — from intake and sourcing through offer and close — applying Sezzle’s MEI (Merit, Excellence, Intelligence) philosophy to every hire.
- Design and continuously improve talent acquisition processes, frameworks, and tooling — drive efficiency and quality of hire, not just speed to fill.
- Partner closely with hiring managers and business leaders to understand workforce needs, build proactive talent pipelines, and act as a trusted advisor — not just an order-taker.
- Define and track recruiting metrics (time-to-fill, quality of hire, source effectiveness, offer acceptance rate) and present regular, data-driven reporting to People leadership.
- Ensure a consistently excellent, human-centered candidate experience throughout the hiring journey — how we treat candidates reflects how we treat customers.
- Stay current on market trends, compensation benchmarks, and talent availability across Turkey’s technology and fintech ecosystem.
Requirements
- Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field.
- 3+ years of experience in talent acquisition, with meaningful time leading or developing recruiting teams in a fast-paced tech or fintech environment.
- Proven track record recruiting for highly technical roles in IT (software engineers, data, infrastructure, product, and beyond).
- Demonstrated ability to build or meaningfully improve a recruiting function — not just operate within one. We want a builder, not a maintainer.
- Strong command of modern sourcing techniques, ATS platforms, and recruiting analytics; you use data to make decisions, not just to report them.
- Advanced English proficiency (written and verbal) with excellent communication and stakeholder management skills — you can hold the line on quality with a frustrated hiring manager without damaging the relationship.
- Fluency in Turkish; solid working knowledge of Turkish labor law and local hiring practices.
Nice to Have
- Experience working for a US-headquartered or globally distributed company — you know how to bridge HQ culture with local market realities.
- Exposure to high-growth or startup environments where ambiguity is the default and speed is a competitive advantage.
- Familiarity with structured candidate assessment — behavioral frameworks, competency-based interviewing, or psychometric tools.
- Experience using data and dashboards to influence hiring decisions, resource planning, and senior leadership conversations.
Work Arrangement
Remote (Country)
Team
Team size: 2-4. Structure: team of 2–4 recruiters
Additional Information
- Working Hours: This role operates on a fixed schedule of 12:00 PM to 8:30 PM GMT+3. While the role supports teams in Türkiye, candidates must be available to consistently work during these hours.
