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Pleo

Talent Acquisition Partner

LocationLisbon
Work modehybrid
Typefull-time
DepartmentPeople
Company size501–1,000 people
First seen1d ago
Last seen1d ago
About Pleo
Messy spend management is tricky business. And tedious processes are a lose-lose situation for all involved, not just finance. At Pleo, we’re changing that. We build spend solutions that make managing money seamless, empowering, and surprisingly effective for finance teams and employees alike - with a vision to help all businesses ‘go beyond’.
The word ‘Pleo’ actually means ‘more than you’d expect’, and living by that mantra has been the secret to our success over the last 10 years.
Now, we’re at a pivotal moment in our journey; every move we make has a direct impact on our 40,000+ customers, our business, and our collective success. We need people who take pride in uncovering customer needs, who turn complex problems into simple solutions, challenge the way things are done (respectfully), and always aim high. With great ambitions driving us forward, we can’t say we’ve got this whole thing figured out. And frankly, that’s half the fun! What we can say is that we’re a driven, progressive, and, importantly, a kind bunch of 850+ people from over 100 nationalities, all committed to delivering the future of business spending, together.
About the role
We’re looking for a Talent Acquisition Partner to join our Talent Acquisition team at Pleo. In this role, you’ll manage high-volume, mid-to-senior hiring across the organisation, partnering with teams across Tech, Commercial, Finance, Legal, Product and other functions.
You’ll own multiple searches at once and play a key role in building strong, proactive talent pipelines that keep our hiring moving. You’ll bring structure, pace and consistency to the recruitment process, using repeatable and scalable approaches while still creating a thoughtful experience for every candidate.
If you’re someone who loves being organised, thrives when managing multiple priorities, enjoys proactive sourcing and gets satisfaction from turning complex hiring needs into well-run recruitment processes, we’d love to meet you.
Who you’ll be working with and reporting to
You’ll report to our Head of Talent Acquisition and work closely with hiring managers and stakeholders across Pleo, including senior leaders and functional teams across various business areas.
You’ll be part of a collaborative team that values high-quality delivery, strong partnership and continuous improvement. You’ll work closely with the wider People team and cross-functional partners to make sure our hiring processes are efficient, consistent and deliver a great experience for candidates and hiring teams.
What you’ll be doing
As a Talent Acquisition Partner, you will:
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Own full-cycle recruitment across a high volume of mid-to-senior roles, managing multiple requisitions simultaneously across different functions.
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Build proactive talent pipelines through sourcing, market mapping, talent research, referrals and personalised outreach - rather than relying on inbound applications alone.
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Develop and use repeatable sourcing and recruitment processes that enable us to hire efficiently and consistently at scale.
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Partner closely with hiring managers to understand requirements, agree hiring plans and keep searches moving from briefing through to offer.
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Manage a busy recruitment workload with excellent organisation, prioritisation and attention to detail, ensuring no candidate or stakeholder falls through the cracks.
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Create engaging, personalised outreach that gets the attention of passive candidates and builds interest in Pleo.
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Use recruitment data and dashboards to track pipelines, identify bottlenecks and understand where searches need more focus.
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Maintain accurate and up-to-date recruitment data and processes in tools such as Ashby, LinkedIn Recruiter, Notion and Google Sheets.
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Use emerging AI and recruitment technology, including tools such as Claude, to improve research, sourcing, workflows and overall recruitment effectiveness.
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Support effective and consistent technical hiring processes, including the use of tools such as CoderPad for assessments where relevant.
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Champion inclusive hiring practices and ensure consistency and fairness throughout the recruitment process.
What you bring
You’ll thrive in this role if you have:
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Proven experience managing a high volume of mid-to-senior recruitment requisitions simultaneously, ideally across multiple functions.
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Strong proactive sourcing skills, with a track record of building talent pipelines from scratch and engaging passive candidates.
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A highly organised and structured approach to recruitment. You naturally keep track of multiple searches, candidates, stakeholders, interviews and next steps without losing attention to detail.
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Strong stakeholder management skills and the ability to build trusted relationships with hiring managers while keeping them accountable to the recruitment process.
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Excellent communication skills and a candidate-first mindset, with the ability to create a great experience even when managing a high volume of candidates.
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A data-led approach to recruitment and confidence using metrics to monitor pipeline health, identify challenges and improve hiring outcomes.
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An interest in using AI and emerging technology to make recruitment more efficient, effective and scalable.
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Experience working in a fast-paced and scaling environment.
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Experience using tools such as Ashby and Claude (preferred).
Why is this role a good fit for you
This role is a good fit for you if:
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You enjoy managing lots of moving parts and get satisfaction from keeping complex recruitment processes organised and on track.
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You’re a proactive sourcer who enjoys finding great people who aren’t actively looking and figuring out how to get them excited about Pleo.
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You like having a clear process, but you’re also constantly looking for ways to make it more efficient, scalable and effective.
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You enjoy variety and want to recruit across different functions rather than specialising in one talent market.
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You thrive in a fast-paced environment where you’ll have a meaningful number of roles to own and plenty of opportunity to make an impact.
This role is not a good fit for you if:
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You prefer working on a small number of highly specialised or executive searches at a time.
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You rely primarily on inbound applications and aren’t energised by proactive sourcing and pipeline building.
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You find managing multiple concurrent requisitions and competing priorities challenging.
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You prefer an environment where every search is highly bespoke rather than one where repeatable, scalable processes are important.
How you’ll develop in this role
In your first 6 months at Pleo, you’ll have the opportunity to:
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Broaden your recruitment expertise by hiring across a range of functions, seniority levels and talent markets, building a more rounded understanding of how different parts of a scaling business hire.
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Sharpen your sourcing craft by developing stronger market-mapping, research and outreach skills, and learning how to build talent pipelines in increasingly targeted and creative ways.
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Build stronger commercial and business partnering skills by working directly with hiring managers and senior stakeholders, developing your ability to understand business needs and influence hiring decisions.
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Become more data-driven in your approach by using recruitment data to assess pipeline health, diagnose challenges and make better decisions about where to focus your time and effort.
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Develop your ability to operate at scale by learning how to balance pace, quality and candidate experience across a complex portfolio of searches (a valuable skill for anyone looking to grow in Talent Acquisition).
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Develop your use of AI and technology in Talent Acquisition by experimenting with tools such as Claude and learning how to use technology thoughtfully to improve research, sourcing, candidate engagement and recruitment workflows.
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Build your understanding of modern technical hiring through exposure to different technical roles and assessment approaches, including tools such as CoderPad where relevant.
Show me the benefits!
💳 Your own Pleo card (no more out-of-pocket spending!)
🍜 Lunch is on us for your work days - enjoy catered meals or receive a lunch allowance based on your local office
🏥 Comprehensive private healthcare - depending on your location, coverage options include Vitality, Alan or Médis
🌴 We offer 25 days of holiday + your public holidays
🏠 For our Team, we offer both hybrid and fully remote working options
🏖️ Option to purchase 5 additional days of holiday through a salary sacrifice
❤️‍🩹 We use MyndUp to give our employees access to free mental health and well-being support with great success so far
👶 Paid parental leave - we want to make sure that we’re supportive of families and help you feel that you don’t have to compromise your family due to work
The Hiring Process
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Intro Call (Bea)
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Hiring Manager Interview (Krupa or Camilla whilst Krupa is OOO)
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Pleo Challenge (Fannie or Anna Claudia, Julieta, Jenelle or Pepa - whilst Krupa is OOO OR Krupa, Fannie or Anna Claudia or Julieta, Jenelle or Pepa)
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Final (Krupa, if HM interview happens whilst Krupa is OOO)
Transparency is important to us so we also wanted to share some insights about what we’re looking for in applications to ensure you can set yourself up for success!
Last time we hired a role like this we received an incredible volume of applications and could only speak with so many people. Some of the key reasons why previous candidates didn’t make it past the application screening stage include:
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CV writing and content: we receive a lot of CVs, and many of them are AI-generated. We love seeing people leverage AI—it’s a big focus for us internally too—but without human intervention, these CVs can sometimes become generic and fail to show a candidate in the best light. What we’re really looking for is the specific details of real impact that only you know from your previous experience. A top tip from us is to use the “Achieved X, as measured by Y, by doing Z” formula (credit: Laszlo Bock, ~2014) to give a really clear picture of what you’ve worked on. A final note: including links to your previous companies’ websites is a huge help and allows us to truly understand your background!
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Application care: every single application we receive is reviewed by a human (yes, hundreds of them) because we believe that candidates’ efforts should be matched by an equal level of human care. This means that we expect a similar level of attention put into your application. Read and answer the application questions carefully, they make a huge difference in our decision-making process.
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Profile to role fit: highlight most important aspects of the role, points that might get misunderstood, any specific industry requirements etc.
About your application
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English first. Since it’s our company language, please submit your application in English. You’ll be using it a lot if you join us.
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A fair look for everyone. Our talent team reads every single application to ensure the process is fair. To keep things running smoothly, we only accept applications through our system—our support team can’t pass on calls or emails.
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Diversity drives us. We can only reach our goals if our team reflects the world around us. That starts with you hitting apply, even if you don’t tick every single box. We encourage people from all backgrounds and experiences to join us.
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Interview at your best. We want you to feel comfortable throughout the process. If you have any accessibility requirements or need a specific format, email [email protected]. We’ll design a process that works for you.
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Your data is safe. When you apply, we process your personal data as a data processor. For more information on how Pleo processes personal data, read our Privacy Policy here.
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Applying for multiple roles? Nothing is stopping you, and we assess every role independently. However, we do look for alignment, so make sure you can explain why your interest and experience are right for each specific role.
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Reapplying. If you’re applying for the same role again, please wait six months from your last decision before hitting submit.
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