Backbase · Amsterdam
Talent Acquisition Business Partner
Backbase is evolving into an AI-native organization. As the pace of change accelerates — in our product, our go-to-market, and the way we build teams — Talent A...
Backbase is evolving into an AI-native organization. As the
pace of change accelerates — in our product, our
go-to-market, and the way we build teams — Talent
Acquisition is becoming a strategic function, not a support
function.
We are looking for a Talent Acquisition Business partner to
be the recruitment partner for our Services Department , a
complex team to recruit for, with global reach,
unpredictable demand cycles, and a delivery-focused talent
profile that requires a recruiter who can stay ahead of the
curve.
This role sits at the intersection of hands-on delivery and
strategic partnership. You'll own the full recruitment cycle
for the Services department — building real relationships
with hiring managers, aligning priorities, and being the
person in the room who brings insight, not just candidates.
You'll also lead and develop two recruiters, helping them
grow while keeping the team's standards high.
What you'll own
● Strategic partnership with Services: Be the dedicated TA
partner for the Services department — not just a supplier,
but a trusted advisor who understands the team's structure,
priorities, and challenges. Run weekly stakeholder
check-ins, align on hiring plans before demand hits, and
make sure TA commitments are delivered with clarity and
pace. You're accountable for the relationship, not just the
roles.
● End-to-end recruitment delivery: Own the full cycle for
your portfolio — from intake and requirement-setting through
to offer. Lead structured intakes that produce real clarity
on the brief. Run candidate pipelines with discipline,
maintain healthy conversion rates, and keep a clear view of
what's open, upcoming, and on-hold at all times. When demand
outpaces capacity, you escalate early — not after the damage
is done.
● Sourcing & pipeline building: Source proactively for your
assigned roles — choosing channels based on the market and
the profile, not habit. Build and maintain passive pipelines
for high-priority and recurring role types so you're never
starting from zero. Use Backbase EVP messaging consistently
in outreach and apply candidate feedback to refine it over
time.
● Market insight & data-led advising: Bring the outside in.
Use market data to advise hiring managers on realistic
expectations — talent availability, time-to-hire,
compensation benchmarks. Track competitor hiring activity
and surface relevant signals to your HRBP. Your value isn't
just filling roles; it's helping the business make better
hiring decisions.
● Structured assessment & quality of hire: Run structured
screening aligned to the role brief and competency model.
Call it out when interviewer feedback is inconsistent or
unconvincing. You're a guardian of the quality bar, not just
a facilitator of the process.
● AI-assisted recruiting: Use AI tools actively to improve
the quality of briefs, outreach, and research. Keep ATS data
clean and support team reporting. You use pipeline data to
manage role health and communicate progress with confidence.
● Team development & contribution: Lead two recruiters —
giving structured feedback, supporting their development,
and helping them grow without doing the work for them. Share
learnings and best practice in team rituals and retros.
Contribute to team initiatives beyond your own portfolio.
The team wins together or not at all.
● Solid full-cycle recruiting experience, ideally within a
B2B SaaS, fintech, or professional services environment —
you know what great looks like in these talent markets.
● A track record of genuine stakeholder partnership — not
just status updates, but real advisory relationships where
hiring managers come to you for input, not just candidates.
● Comfortable holding the line on quality — able to push
back on a weak brief, challenge an unconvincing scorecard,
and advocate for the candidate experience without losing the
room.
● Experience using or implementing AI tools in a recruiting
workflow — you're curious about what's possible and
practical about how you apply it.
● Data-literate — you use pipeline metrics and market
benchmarks to frame conversations with hiring managers, not
just to report upwards.
● Experience mentoring or guiding experienced colleagues —
you're ready to step into a lead role and know that
developing others is part of the job, not a distraction from
it.
● Structured and organised under pressure — you can manage a
complex portfolio across multiple markets and still
communicate with clarity when things shift.
● You are already based in Amsterdam — the Services team
you'll be partnering with is here, and in-person presence
matters for building the kind of relationships this role
requires.
Roll
Talent Acquisition Business Partner
Kategori
Recruitment
Plats
Publicerad
14 juli
Sista ansökningsdag
16 augusti
Källa