Senior Talent Partner (Engineering)

Hello. We’re Teya.

Teya was founded on a simple belief: local businesses deserve better.

They are the cafés, restaurants, salons, shops and entrepreneurs that bring character to our high streets, create jobs and keep communities moving. Yet for too long, financial services has made life harder for them - with clunky tools, poor support and complexity that gets in the way of running a business.

Teya exists to change that.

We’re building a financial platform for local businesses across Europe - one built around simple tools, thoughtful design and real human support. Our Members rely on us to help them run their business with confidence, and that responsibility shapes the way we work.

We move fast. We care about quality. We stay close to the detail. And we believe great performance and genuine hospitality should go hand in hand.

If you want to build meaningful products, solve real problems and make a genuine difference for local businesses, we’d love to hear from you

Raise Teya's engineering talent bar — and keep raising it. You'll be a strategic partner to engineering leadership, owning hiring outcomes for our most critical roles and leading the initiatives that make our process faster, fairer, and more consistent across every location.

We're deliberate about talent density: a small number of exceptional engineers compounds faster than a large number of good ones. So you won't just fill roles — you'll help design the system that ensures every hire meaningfully raises the collective bar, using AI-assisted tooling and modern sourcing to move at speed without trading away quality.

Who you hire matters more than how many you hire.

You'll sit in the central Talent Acquisition team, reporting to the Head of Talent Acquisition, and work hand-in-hand with the people who shape engineering at Teya:

• VPs and Directors of Engineering — on workforce planning and hiring priorities.

• Engineering Managers and Principal Engineers — on interview design, bar-raising, and selection decisions.

• Talent and People Partners — keeping levelling, expectations, and progression aligned with Teya's Career Framework.

You'll be the go-to voice on what "great" looks like in engineering hiring, and you'll help others across the business raise their game.

• Own end-to-end hiring for our most critical and complex engineering roles (senior ICs, leads, niche profiles) across London, Porto and Latvia — with a bar-raiser lens on every hire.

• Co-design and lead centralised pipelines for core engineering families, so we think globally about talent instead of team-by-team.

• Run high-quality hiring manager intakes that turn lean briefs into clear role definitions, success outcomes, levelling and interview plans.

• Standardise interview loops and rubrics so candidates are assessed fairly and signal is comparable across teams and geographies.

• Lead debriefs and decision-making — making evidence-based calls and keeping our technical bar high, including advocating for a no-hire when the signal doesn't meet the standard.

• Design and run sourcing strategies for hard-to-hire profiles, including AI-assisted outreach and agents, outbound campaigns, events, and partnerships with external communities.

• Coach and upskill hiring managers and interviewers on structured interviewing, candidate experience, decision quality, and what talent density means in practice.

• Own recruiting metrics for your areas (time-to-fill, offer acceptance, pass-through rates, quality-of-hire) and present insights and trade-offs to leadership.

• Drive cross-functional projects that improve how we hire engineers — levelling clarity, interview training, employer brand, and AI tooling that makes us faster without lowering the bar.

• Extensive experience in technical recruiting / talent partnering, with time in high-growth tech, fintech, or product-led companies.

• A track record owning senior engineering hiring — Senior/Staff Engineers, Engineering Managers, Security/Platform specialists — across multiple locations.

• Experience designing or overhauling hiring processes: centralised pipelines, interview structures, rubrics, or calibration — ideally with a talent-density or bar-raiser philosophy at the centre.

• Comfort operating with senior stakeholders — you can challenge, influence, and bring people together around a clear plan.

• Deep, creative sourcing capability, including practical use of AI tools for outreach personalisation, sourcing automation, and pipeline analytics. You open new talent pools rather than competing in the same ones as everyone else.

• Strong analytical skills — you're used to building dashboards, spotting bottlenecks, and using data to prioritise your time and experiments.

• A builder's mindset — you fix broken processes rather than work around them, and ambiguity energises you.

• A genuine interest in engineering and product, and an instinct for how great teams are built and scaled — and a belief that who you hire matters more than how many.

Structured, fair, and fast. Here's roughly what to expect:

1. Intro — a first conversation with the Head of Talent Acquisition.

2. Craft — how you build pipelines, loops and rubrics.

3. Stakeholders — partnering with engineering leadership.

4. Bar-raiser — talent density in practice, with data.

5. Offer — decision, feedback, and welcome.

• We trust you, so we offer flexible working hours, as long as it suits both you and your team.

• Physical and mental health support through our partnership with GymPass, giving free access to over 1,500 gyms in the UK, 1-1 therapy, meditation sessions, and digital fitness and nutrition apps.

• Our company offers extended and improved maternity and paternity leave choices, giving employees more flexibility and support.

• Cycle-to-Work Scheme.

• Health and Life Insurance.

• Pension Scheme.

• 25 days of Annual Leave (plus Bank Holidays).

• Office snacks every day.

• Friendly, comfortable, and informal office environment in Central London.

Teya is proud to be an equal opportunity employer.

We are committed to creating an inclusive environment where everyone regardless of race, ethnicity, gender identity or expression, sexual orientation, age, disability, religion, or background can thrive and do their best work. We believe that a diverse team leads to better ideas, stronger outcomes, and a more supportive workplace for all.

If you require any reasonable adjustments at any stage of the recruitment process whether for interviews, assessments, or other parts of the application—we encourage you to let us know. We are committed to ensuring that every candidate has a fair and accessible experience with us.