Talent Acquisition Partner, EMEA (Contractor)

As a Talent Acquisition Partner at Flywire, your main responsibilities will include full-cycle recruitment for Engineering, GTM/Sales, and G&A roles across the EMEA region. You will strategically source candidates, partner with hiring managers to define role requirements, and ensure that candidates have an exceptional experience throughout their journey. You’ll also focus on developing talent pipelines and refining our recruitment strategies based on market intelligence.

To qualify for the Talent Acquisition Partner position at Flywire, candidates should have 5-8 years of talent acquisition experience in the EMEA region, ideally specializing in Engineering or GTM/Sales recruiting. A Bachelor’s degree in Human Resources or Business Administration is essential, and proficiency with Applicant Tracking Systems and excellent communication skills are required. Experience in a diverse, multicultural environment is also important.

During the interview process for the Talent Acquisition Partner role at Flywire, you can expect to meet with various team members, including the Hiring Manager and peers. The process also includes a skills assessment to evaluate your fit for the role. Your dedicated Talent Acquisition Partner will guide you through the steps and provide you with answers to any questions you may have.

At Flywire, ensuring a positive candidate experience is a top priority for our Talent Acquisition Partners. We focus on maintaining clear communication and providing timely feedback at every stage of the hiring process. Personalized engagement is key; we strive to treat every candidate like a future FlyMate and ensure they feel valued and informed throughout their journey with us.

For the Talent Acquisition Partner role at Flywire, the target annual salary for this 1-year contract position ranges from €35,000 to €45,000, depending on your experience. At Flywire, we believe in pay transparency and are committed to offering competitive compensation that matches your skills and expertise.

When asked about sourcing strategies, you could discuss platforms like LinkedIn, online job boards, and using networks for referrals. Emphasize your creativity in tapping into different talent pools and your ability to tailor your approach based on the role and desired candidate profile.

To ensure diversity in candidates, highlight your experience in utilizing various sourcing strategies to reach underrepresented communities and your commitment to inclusion within recruitment practices. You might share examples of how you’ve successfully attracted a diverse group of applicants in previous roles.

Discuss key metrics such as time-to-hire, candidate quality, and candidate experience feedback. Sharing how you use these metrics to continuously improve recruitment processes will demonstrate your analytical capabilities and your commitment to optimizing hiring outcomes.

When addressing this question, provide a concrete example where you successfully navigated a challenging situation with a hiring manager. Focus on your communication skills, how you listened to their concerns, and how you worked together to find a resolution that met everyone's needs.

To tackle multiple hiring projects, emphasize your organizational skills and your ability to prioritize tasks effectively. Discuss how you leverage project management tools or strategies, and share any experience you might have in coordinating with different teams to keep projects on track.

Describe your proactive efforts in talent pipeline development, such as engaging with passive candidates through networking, establishing relationships with potential future hires, and using data to forecast hiring needs. Highlight your experience in utilizing technology to maintain candidate engagements.

Discuss your understanding of various cultural and legal nuances across EMEA regions and how you customize your approach accordingly. Give examples of successful adaptations you’ve made in previous roles to align with local hiring practices.

Emphasize the importance of a strong employer brand in attracting top talent. Share how you've previously contributed to employer branding initiatives and how you believe a positive company reputation can improve the quality of applicants.

Share a compelling story about a successful hire, focusing on the steps you took in the recruitment process, the assessment of cultural fit, and how the hire has impacted the team or organization positively. This will showcase your ability to recognize talent effectively.

In your response, affirm the importance of treating candidates with respect during the rejection process. Discuss how you provide constructive feedback when possible and how you maintain relationships for future opportunities. A compassionate approach reflects positively on Flywire.