Talent Acquisition Manager - Tech & Product

About the role

Spiko, a cash management infrastructure built for businesses, non-profits, financial advisers and fintechs, is hiring a Talent Acquisition Manager in Paris. You will own hiring for the Tech & Product teams and support other functions as the company scales, reporting to the Head of People & Talent. The role is described as acting as a headhunter who builds a strong sourcing engine and candidate experience.

Key responsibilities

• Sourcing and headhunting: proactively approach passive candidates for Tech & Product roles (engineering, product management, design) and build a talent pipeline ahead of need
• Hiring process and candidate experience: own the full cycle from calibration with hiring managers to offer, and run structured, fast interview processes
• Partner with hiring managers and founders on job descriptions, scorecards and candidate profiles, and share comp benchmarks and talent pool insights
• Track pipeline health, time-to-hire and sourcing channel performance, identify bottlenecks and help build scalable TA processes and tools

Required profile

• 4+ years in Talent Acquisition, with genuine headhunting experience (direct sourcing, market mapping, cold outreach)
• Proven track record hiring for Tech & Product roles (engineering, product, design)
• Excellent written and spoken English; French is a plus
• Comfortable in a fast-moving, ambiguous early-stage startup environment
• Strong stakeholder management and a data-informed, high-ownership approach

Nice to have

• Experience in a top-tier, high-growth startup or scale-up
• Fintech hiring experience
• Building or improving TA processes and tools from scratch

What we offer

• Salary of 45k-60k EUR per year plus stock options
• Offices in central Paris, with up to two days per week and one full remote week per month
• Latest laptops and software, fully covered health insurance and a monthly perk budget
• 50% of the public transport pass or FMD, referral bonus and social events

The process includes a 30-minute interview with the Head of HR & Talent, a business case exercise, final interviews with the founders and a reference check. Candidates who think they would fit even if their profile is not a perfect match are encouraged to apply.