Talent Acquisition Partner

What we do 

RELEX runs the planning decisions behind 600+ retailers and manufacturers worldwide, deciding, at real scale, what gets forecast, stocked, priced, promoted, and produced across the entire value chain. Few problems combine this much data, this much complexity, and this much real-world weight: get it right and a shelf stays stocked, a factory line doesn’t stall, food doesn’t spoil in a warehouse before it’s sold. Get it wrong, and it shows up in actual losses, for some of the largest retail and manufacturing brands in the world. 

We’ve grown for 76 consecutive quarters, and growth is still accelerating. The first half of 2026 was the strongest in the company’s history. We’re a team of 2,000+ people, headquartered in Helsinki, with offices across Europe, North America, and Asia-Pacific. 

The role 

You own end-to-end recruiting for a designated set of Technology & Product teams (R&D, as we call it internally), operating as a strategic partner to the leaders you support. The job isn't just filling requisitions; it's raising the quality of every hiring decision made across those teams. Your area is clearly defined, but not a boundary: we work as one TA team, so you'll be expected to support colleagues on other areas and pick up wider TA work when priorities shift. 

This is an AI-native role. You're expected to orchestrate AI across the recruiting lifecycle (sourcing, screening, deliverables, quality checks) and build the systems that make that possible.  

It reports to the Head of Talent Acquisition, R&D. The role is ideally based in Finland, Sweden, or the UK, and the remit is global. Prior experience hiring into the US market isn't a requirement, but it's a big plus, as is a flexibility to work across those time zones if needed. 

What you'll do 

• Own the full recruiting cycle for your Technology & Product teams, from role scoping to offer acceptance: delivering personally where it counts and drawing on TA colleagues and our RPO and consultancy partners where that gets a better result. You own the outcome either way, including the quality bar. 

• Build sourcing pipelines so key roles have engaged candidates before the urgency hits, and sell RELEX credibly to senior, passive candidates, closing offers in competitive markets. 

• Coach hiring managers on role definition, interview design, and selection, and how candidates are assessed: on evidence, through a process you keep sharpening. 

• Deliver market intelligence (talent availability, comp benchmarks, funnel metrics) and spot upcoming hiring needs early, so they're in the plan before they become urgent. 

• Design and run AI-native recruiting workflows, piloting new approaches and updating the standard based on evidence. 

• Work in collaboration with our colleagues, in eg. People Business Partner, Compensation, People Operations, and Employer Branding teams, connecting hiring to the wider employee lifecycle. 

• Take named ownership of initiatives that reach beyond your own teams, such as assessment frameworks, interview standards, AI workflows and drive them to global adoption, working through the wider TA team, People Business Partners, Compensation, and People Operations to make them stick. 

What you'll bring to the table 

1. Business acumen and stakeholder influence. You understand how engineering and product organisations work and build credibility with their leaders, operating effectively across a global organization. 

1. Full-cycle recruiting delivery. You've managed complex, niche, senior hires under time pressure without losing the quality bar, delivering directly, or alongside TA colleagues and delivery partners. 

1. Proactive, global sourcing and talent attraction. You market-map and source actively across platforms and geographies instead of waiting for inbound, and you close senior hires against competing offers. 

1. Hiring manager coaching and assessment quality. You guide hiring managers through scoping and calibration, and you challenge requirements when the evidence points elsewhere. 

1. Data literacy and market insight. You use pipeline and funnel metrics to show hiring health and your own impact, and you present that comfortably to senior stakeholders. 

1. AI orchestration and process improvement. You already work AI-first rather than doing recruiting tasks by hand, and you bring structure to ambiguity instead of waiting for someone else to define it. You're equally comfortable stepping outside your own remit when the team needs it, and you've owned work at a broader scope than your own patch. You've designed something, driven it to adoption, and made it work for other people, in collaboration with TA colleagues, People Business Partners, Compensation, and People Operations. 

What we offer in return 

• Ownership of hiring outcomes for some of RELEX's most important Technology & Product teams, with real input into how that hiring gets done. 

• The chance to recruit for a company where AI sits at the core of the product and the way we work, not at the edges. 

• A financially robust company still growing fast, with the scale and stability to back the hiring you'll be driving. 

• Flexibility in how and where you work, and practical benefits that support work, family, wellness, and everyday life. 

• Two paid volunteering days a year to spend on causes you care about. 

You'll need to be fluent in English. 

We're excited to connect with applicants who share our passion to do hard things, trust each other, and build what's next for the product, the planet, and the people.