Talent Scout (Global Talent)

Requirements

• 8 years at least in senior sourcing, talent scouting, and talent marketing
• Proven experience building long-term pipelines for rare profiles
• Strong content creation skills: writing, storytelling, podcast production, or newsletter management, video…
• Excellent marketing and networking skills, highly engaging in both digital and in‑person settings
• Experience designing and managing a referral programme
• Community presence: Events, Networks, Social media, Content creation
• Advanced sourcing tools mastery: LinkedIn Recruiter, specialist communities
• A keen eye for talent: ability to assess potential beyond CVs and job titles
• Fluent French/English
• Long‑distance runner, not a sprinter, this role has no monthly closing KPI and requires patience and persistence
• Boundary‑holder: must resist pressure to handle urgent open requisitions
• Naturally curious about people, trajectories, and deeper motivations
• Entrepreneurial mindset: able to build a content and community engine from scratch
• Excellent communicator: engaging storyteller who makes people want to be part of Back Market before a role even exists
• We know that the perfect background for a role doesn’t mean the perfect fit; we encourage you to apply for a role even if you think you may not have all the qualifications

What the job involves

• Talent scouting is the strategic process of identifying, assessing, and attracting individuals with high potential who can contribute significantly to an organisation’s success.
• Unlike traditional recruiting, talent scouting emphasises proactive search and long‑term relationship‑building, often targeting passive candidates who aren’t actively seeking new opportunities.
• Proactively search for and identify high‑potential individuals long before job openings arise targeting passive candidates.
• Build and animate a pipe of 80–120 profiles in active relationship across priority families.
• Maintain 20–30 profiles at advanced maturity (availability within 6 months) at all times.
• Define talent requirements in collaboration with the Head of TA and hiring managers and anticipate future skill gaps before they affect productivity.
• Develop talent pipelines that ensure continuity in leadership and expertise, supporting succession planning efforts by identifying future leaders in line with D,E&I rules.
• Maintain relationships with past and current candidates to build a durable, reactivable network.
• Design and animate the internal referral programme and make every Back Maker a talent ambassador.
• Track conversion by source and vertical.
• Deliver Back Market’s employer brand narrative across all talent‑facing channels.
• Build and execute the LinkedIn content strategy: posts, articles, employee spotlights, behind‑the‑scenes stories (in line with External Comm).
• Launch and produce a Back Market talent podcast, video, YouTube channel…: interviews with internal leaders, industry voices, and future talent.
• Create and distribute a recurring talent newsletter targeting passive candidate communities.
• Track Back Market’s reputation on Glassdoor and specialist forums: respond, engage, improve.
• Develop recruitment marketing strategies that position Back Market as a destination employer in tech, product, and data.
• Build and animate talent communities around Back Market’s key hiring verticals (tech, product, design, data, exec – D,E&I).
• Represent Back Market at industry events, not just conferences where top talent gathers informally.
• Attend tech meetups, product conferences, exec forums, and unconventional networking spaces to discover potential talent.
• Network with universities, bootcamps, professional associations, and industry institutions.
• Build and animate an internal ambassador programme: equip Back Makers to represent the company in their own communities.
• Engage with potential candidates through social media and face‑to‑face meetings: build genuine relationships, not transactional exchanges.
• Map competitor hiring activity and talent movements.
• Identify availability signals for key profiles (Movements, Fundraising, Restructurings, Layoffs).
• Maintain continuous monitoring of tech, product, and exec talent ecosystems.