Flatpay is one of Europe’s fastest-growing fintech companies and we’ve recently launched in the UK.

Role: Senior Talent Acquisition Manager
Location: 5 days a week, London, White City

This is a strategic, process-ownership role, leading and improving a high-volume, metrics-driven hiring pipeline across the UK business. You’ll forecast demand, remove bottlenecks, manage senior stakeholders, and drive performance. You’ll focus on strategy, stakeholders, and scalable processes, ensuring hiring volume grows without compromising quality. Reports to the Head of HR (UK), with a team of 8.

Responsibilities

Delivery and pace

• Hit hiring targets across every department, running high-volume hiring overall, while giving specialist and senior roles the tailored approach they need.

• Run recruitment as a funnel: applicant volume, conversion at each stage, time-to-hire, and offer-to-start, with clear targets at every step and by role type.

• Forecast hiring demand with the business and size sourcing activity to meet it ahead of need, not in arrears.

• Own the recruiter capacity and productivity model, translate the hiring target into the team headcount required, set per-head productivity expectations, and flex capacity against demand.

• Set the direction and targets for a team of 8, and hold the team accountable for hitting them overall

• Build the team's capability across both high-volume commercial sourcing and lower-volume, higher-touch professional and senior hiring.

• Set the standards for the ATS across the whole business - pipeline hygiene, stage definitions, application forms, interview kits, and scorecards.

• Design, adjust, and continually improve hiring processes to fit the role - fast, structured, scalable stages for high-volume commercial roles, and more considered processes for specialist and leadership hires - solving problems in the process as they come up rather than leaving them to the team.

• Own assessment tooling and its governance (e.g. structured aptitude/behavioural testing), ensuring fair, consistent, and compliant use.

• Report recruitment KPIs into leadership on a regular cadence: applicant volume, conversion, pacing against target, time-to-hire, and source effectiveness, sliced by department where it matters.

• Analyse the funnel to find and fix bottlenecks; run zone-level and role-level tracking where volume demands it.

• Feed hiring data into wider People analytics (attrition, probation, quality-of-hire) to close the loop between who is hired and who succeeds.

• Manage senior stakeholders across every department - partnering on workforce planning, role definition, and hiring standards, and giving regular updates on hiring targets and key positions.

• Manage hiring managers through the process, briefing, calibration, feedback discipline, and decision speed.

• Represent TA in the People leadership team and contribute to the wider People agenda.

• Own Flatpay's employer brand and EVP for hiring, how the company shows up to candidates, and to high-volume sales talent in particular, across the careers site, review platforms, and sourcing and campaign channels.

• Shape the attraction strategy so pipeline is built through brand and proactive channels, not paid advertising alone.

• Build sourcing strategy around Flatpay's comp position (c.50th-70th percentile) - target 90th-percentile performers willing to trade some pay for the opportunity, sourced outside the obvious pool: adjacent industries and smaller or less prestigious competitors.

• Ensure right-to-work, background screening, and data-handling obligations are met across all hiring.

• Deliver a fast, professional, and consistent candidate experience, at volume and for individual senior hires alike.

Skills & Attributes

• Has led and scaled a large, complex operation, with proven people leadership at scale (this doesn’t need to be a TA or recruitment background specifically; equivalent experience running high-volume operations in another function is equally relevant)

• Comfortable identifying and selling opportunity over comp: spotting high-ceiling candidates from adjacent industries or smaller competitors who are underpriced relative to their potential, not just matching titles and pay

• Has operated a high-volume, metrics-driven process at scale against demanding targets (100+ units a month or comparable: recruitment, sales, or operations), while still handling more specialist, considered work streams well

• Experience with programmatic job advertising: building, running, and optimising campaigns to drive applicant volume efficiently

• Track record of social media hiring campaigns that build pipeline and strengthen employer brand

• Strong reporting capability: real command of the funnel numbers (conversion, pacing, time-to-hire, source performance) and able to turn them into a clear leadership update

• Builds recruiter capacity and productivity models: sizes the team to the target and manages to per-head output

• Experience owning or shaping employer brand and EVP to drive candidate attraction at volume

• Able to use AI-assisted coding to build their own tools and databases (tracking, reporting, triage) rather than waiting on engineering

• Strong ATS ownership (Teamtailor an advantage) and confidence designing hiring processes that flex from high-volume to high-touch

• Credible with stakeholders at every level; able to push back, calibrate standards, and drive decision speed

Our Values

At Flatpay, how we work matters as much as what we achieve.

• Happy Humans: We bring energy to our work and create teams people enjoy being part of.

• No Assholes: We perform at a high level while treating colleagues and customers with respect.

• It’s Our Business, Own It: Everyone takes responsibility and manages their work like it’s their own business.

• Start With No: We challenge ideas, think commercially and focus on what truly creates value.

• Sky-High Ambitions: We set bold goals and expect people to keep raising the bar.

• The Best Argument Wins: Titles don’t decide outcomes. We debate openly to reach the best decisions.

Background & Requirements

• Experience working with RPOs: selecting, onboarding, and managing outsourced recruitment partners to flex capacity up and down (an advantage)

• Experience in a high-volume, sales-led business such as fintech, payments, or comparable (an advantage)

• Familiarity with assessment tooling and structured selection (an advantage)

• Understanding of UK right-to-work, screening, and data-protection obligations in a hiring context (an advantage)

• Right to work in the UK (unfortunately we can’t offer visa sponsorship right now)