How we think about talent

At Euc, talent is the growth engine behind everything we do. We are not here to fill roles or keep pipelines warm. We go where candidates are, earn their attention, and create a hiring experience that converts.

We move fast. Really fast. Because the best people don’t stay on the market for long, and neither do we.

Here's how we think:

• Sourcing is king. The best engineers, product leaders, and technical minds are not applying; they are found. We go outbound, get creative, and meet technical talent where they live (GitHub, open-source communities, and technical events).
• Process mastery. Hiring at pace creates friction. We spot bottlenecks in code assessments and interview loops early, clearing the path before they slow the team down.
• The recruiting funnel is a sales funnel. Drop-off is a signal. We track it, understand it, and fix it. Every stage is a chance to win or lose exceptional technical talent.
• Curiosity drives better outcomes. New tools, new tactics, and new ideas. If something might work, we test it. Better technical hiring comes from constantly evolving our approach.

What’s next? 

We are continuing to scale our UK business at pace, expanding our core technology, engineering, product, and data functions. To support this growth, we are looking for a Senior Talent Partner, Tech (12-month Fixed-Term Contract) focused on hiring across our Engineering, Product, and Data teams.

This is a high-impact role for someone who can build high-quality engineering pipelines from scratch, navigate complex technical requirements, partner with senior engineering leaders, and consistently land top-tier talent.

About the role 

This hands-on role sits within the Talent team on an up to 12-month Fixed-Term Contract (FTC), working alongside the Talent Acquisition Manager and broader Talent team. The role manages technical hiring processes end to end, delivering critical headcount during a growth phase for Eucalyptus.

The primary focus is hiring across the UK Tech organisation, covering engineering, product management, design, and data functions as the platform scales.

What you'll do:

• Full-lifecycle hiring: Manage end-to-end recruitment for UK technical roles (Software Engineers, Tech Leads, Product Managers, Data Scientists) from kick-off to offer acceptance.
• Proactive sourcing: Identify talent using technical community research, GitHub, referrals, and targeted channel outreach.
• Stakeholder partnership: Work directly with Engineering Leaders to clarify technical specs, calibrate candidate quality, design effective assessments, and maintain hiring momentum.
• Funnel evaluation: Review performance across sourcing, screening, and interview stages to identify and resolve bottlenecks.
• Pipeline reporting: Build hiring reports that track pipeline health, conversion rates, and time-to-hire across technical roles.
• Channel optimisation: Test and measure sourcing channels and outreach strategies to improve candidate response and conversion rates.
• Process refinement: Work within talent systems to optimise technical interview stages, reduce drop-offs in coding tests, and streamline interview workflows.
• Technical narrative: Translate complex technical architecture into clear candidate messaging that resonates with senior talent.
• Tool adoption: Apply AI tools to streamline technical sourcing, profile parsing, and scheduling workflows.
• Market intelligence: Track UK tech market trends, compensation benchmarks, and talent mapping to keep hiring strategies relevant.

About you 

You understand technical stacks, converse knowledgeably about engineering craft, and use targeted sourcing as your primary lever to connect with passive talent.

You’ll likely bring:

• 5+ years’ experience: In-house technical recruiting background (ideally combined with agency experience), with a track record of scaling engineering or product teams in fast-paced tech environments.
• Technical literacy: Clear understanding of tech stacks, engineering roles (backend, frontend, full-stack, DevOps, data), and technical profile evaluation.
• Outbound sourcing ability: Skilled in technical candidate sourcing beyond LinkedIn (such as GitHub, Stack Overflow, X, and open-source communities).
• Stakeholder engagement: Ability to consult, align, and work with Engineering Managers and Product leaders on hiring strategy and candidate calibration.
• Tool & metrics focus: Familiarity with AI tools and recruitment platforms, paired with experience using hiring metrics to monitor funnel performance.
• Clear communication: Ability to convey technical concepts, engineering culture, and product vision to passive candidates.
• Contract & location fit: Availability for an up to 12-month Fixed-Term Contract (FTC), based in London with the ability to work from the Old Street office 3 days a week.

What’s ahead in the UK

• Invest in your growth – Annual development budget plus 3 days of professional development leave
• Work flexibly – Hybrid setup with 3 days a week in our Old Street office, designed for focus and collaboration
• Support your well-being – Private health insurance through Vitality or opt for a monthly wellness allowance to spend on what matters most to you
• Take time off – 25 days of holiday, enhanced parental leave and work from anywhere 3 weeks out of the year
• Join a connected team – A vibrant office culture with regular socials, clubs, after-school sport, and seasonal events