Junior Talent Partner [Technical]
At a glance
Junior Recruiting & Talent Acquisition role at Attio. London · full-time · £45,000–£65,000 base.
hrroles summary, based on the employer's posting.
What you'll do
- Keep a busy inbound engineering pipeline moving while protecting candidate quality and the experience of applicants
- Develop targeted sourcing plans for difficult engineering searches across Europe
- Run hiring from initial screening through offers, administration and reporting
- Help deliver recruiting events and build interest through your talent network and community
What you bring
- You have recruited engineers at a startup, scale-up or agency with demanding hiring standards
- You can assess software engineers against a strong technical bar, not simply process open roles
- You have handled both tailored outbound searches and high-volume inbound applications
- You have used AI and modern sourcing tools directly to improve sourcing and screening
Who this fits
This junior-level role suits someone ready to take ownership of technical hiring, stay hands-on across both inbound and outbound work, and persist through a highly selective process. The position is hybrid in the United Kingdom.
From the employer
Attio is the CRM for agentic revenue. Designed for the most ambitious go-to-market teams, it gives companies the power to understand every customer, automate at scale, and build their go-to-market motion exactly as they need. We've raised $116M from some of the world's best investors: GV (Google Ventures), Redpoint, Balderton, Point Nine, and 01A.
We hire builders who thrive on complex technical challenges, hold themselves to a high bar, and genuinely care about delighting the people who use what they build. The team here brings sharp judgement, real craft, and the drive to do exceptional work. We're obsessed about the details and energized by the frontier.
If you want to do the best work of your career, this is the right place.
Why this role matters
We're doubling the size of Engineering, Product, and Design year-on-year, and the biggest constraint on how fast we build is how fast we hire. You'll join the Talent team as the connective tissue between EPD leadership and the best engineers in Europe; one day you’ll be running a sharp headhunting process process for a Staff Engineer and the next pushing a high-volume inbound pipeline through with the same rigor. Both are equally important.
Attio is for people who own their role, learn quickly, are endlessly curious, and find happiness in delivering consistently brilliant outcomes that push the company forward. We love working with people who are passionate about working this way and will do whatever it takes to get things done.
We're particularly keen to hear from people with:
A track record of recruiting engineers into a startup or scale-up with a genuinely high bar agency-side or in-house
Experience hiring software engineers who'd pass a tough technical bar, not just filling a requisition
Range across both ends of the funnel: targeted, hand-crafted outbound and high-volume inbound processing, without letting either slip
A hands-on AI-first approach to sourcing and screeningusing modern tooling to work faster, not just talking about it
Time spent inside a high-growth environment where the team doubled year after year, and the process had to hold up under that pressure
Whether you've cut your teeth at a high-bar engineering recruitment agency, grown up inside a fast-scaling startup, or learned rigor at a big tech company, what matters more than your last logo is that you've done the reps and you're ready to do a lot more of them here.
What you'll be doing
Own high-volume inbound processing without letting quality or candidate experience slip
Build and run sourcing strategies for some of the hardest engineering roles in Europe
Work on recruiting events, recruitment events and foster interest in Attio through your talent network and community
Run processes end-to-end, from screening to offer management and admin to reporting
The attributes we're looking for
Resilient our bar is high. We only hire around 0.2% of the candidates that we source or review. You need to be genuinely fine with that ratio, not just tolerate it.
Resourceful the best people exist; our job is finding and reaching them, however unconventional the route.
Committed hiring managers need to trust that you're fully focused on raising the bar for the team, day in and day out.
Thoughtful given our trajectory, a role at Attio will be a genuinely meaningful step for the right person, but you can't assume that it's right for everyone — we understand what candidates actually want before we tell them why we're a fit.
Hustle we're competing with the best, for the best. Your instincts, speed and innovative approach are often the difference between winning a candidate and losing them to someone else.
What does the hiring process look like?
We respond to candidates within 48 hours of every interview.
Application review
Hiring Manager interview - 30 minutes
Case study / panel interview (two parts) - 1.5 hours
Stakeholder interview with our VP of Engineering - 30 minutes
Executive round with our CEO - 30 minutes
Most interviews are self-scheduled, but we're always on hand if you have questions along the way. By the offer stage, you may want to meet more of the team, see a demo, or ask us anything else.
What will an offer consist of?
A competitive salary
Equity in an early-stage company on an exceptional trajectory
Apple hardware and a budget for desk amenities
25 days holiday plus local public holidays
Regular team events in London
Team off-sites in fun places (Barcelona, Lisbon, Malta, and Split so far)
Enhanced parental leave