Tech talent acquisition manager for engineering

We power people’s progress. At Preply, we’re all about creating life-changing learning experiences. We help people discover the magic of the perfect tutor, craft a personalised learning journey, and stay motivated to keep growing. Our approach is human-led, tech-enabled - and it’s creating real impact.

• Own the Engineering hiring engine end to end: understand and collaborate on workforce plans, clarify hiring priorities, translate them into hiring strategies, and make sure the team is set up to deliver against business needs.
• Directly manage a team of TA Partners: full ownership of their performance, development, clear direction and priorities, coaching on search strategy and stakeholder management, and unblocking execution where needed.
• Drive hiring outcomes across technical domains and hubs: take accountability for progress, quality, and delivery across Engineering hiring in our main hubs Barcelona, London and Kyiv, while personally owning a couple of complex and high-impact searches.
• Build and optimize hiring processes: identify what slows us down, where quality drops, or where ownership is unclear - then improve the process so we can hire top talent in the most effective way.
• Track progress through data: run a strong weekly hiring rhythm, using funnel data, pipeline quality, pass-through rates, time in stage, sourcing performance, and stakeholder feedback to understand what's working and what needs to change.
• Lead calibration at scale: align a large and growing group of engineering interviewers and hiring managers on a consistent hiring bar, using structured calibration sessions, clear documentation, and ongoing reinforcement.
• Flag risks early and solve them fast: spot blockers before they become bigger issues, bring clear recommendations, and work with TA, Engineering, and cross-functional partners to keep hiring moving.
• Lead top-of-funnel strategy for Engineering: shape sourcing, talent mapping, talent intelligence, and employer branding in partnership with Marketing and Employer Brand. Build consistent, high-quality pipelines for priority roles.
• Raise the hiring bar: define ideal candidate profiles, sharpen scorecards, lead calibration, and improve consistency in how we evaluate candidates across a large and growing group of engineering interviewers and hiring teams.
• Elevate TA craft across the team: raise standards for candidate experience, sourcing quality, stakeholder management, data literacy, and business understanding.

• Expert-level engineering recruiting craft. You run complex technical searches end to end, care deeply about candidate experience, consistently deliver strong outcomes on hard-to-fill roles - and coach your team to reach the same level of excellence
• Strong in-house recruiting experience. You've partnered closely with Engineering Directors, VPs, CTOs, or similarly senior technical stakeholders and earned their trust.
• Experience turning workforce plans into hiring strategies. You take business priorities and headcount plans and translate them into clear, sequenced, actionable hiring plans with strong process and execution discipline: operating rhythms, weekly tracking, early risk flags, multiple tracks moving in parallel.
• A track record of improving hiring systems at scale. You've raised pipeline quality, pass-through rates, sourcing performance, or hiring predictability across teams or locations, including through AI and technology.
• Experience leading calibration and quality across a large interviewer group. You've defined hiring bars and helped hiring teams make better, more consistent decisions.
• Proven people management experience in a high-growth, fast scaling environment. A strong manager who stays close to the craft. You take pride in excellent recruiting work and want to remain hands-on.
• Strong influence and communication skills. You create clarity, challenge thoughtfully, and build trust with senior stakeholders and peers.
• A team-first, low-ego approach. Collaborative, generous with knowledge, and motivated by raising the bar for Engineering hiring and the TA function overall.
• Fluency in English and readiness to work from Barcelona, London, or Kyiv.

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