Global Talent Scout

Talent Scout Talent scouting is the strategic process of identifying, assessing, and attracting individuals with high potential who can contribute significantly to an organization’s success. Unlike traditional recruiting, talent scouting emphasizes proactive search and long-term relationship‑building, often targeting passive candidates who aren’t actively seeking new opportunities. Long-Term Pipeline Proactively search for and identify high-potential individuals long before job openings arise targeting passive candidates Build and animate a pipe of 80120 profiles in active relationship across priority families Maintain 2030 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 Referrals Design and animate the internal referral programme and make every Back Maker a talent ambassador Track conversion by source and vertical Employer Brand & Content Strategy 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 Community Management & Networking 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 Market Intelligence 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 Experience & Skills 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 Posture 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 Benefits Mission driven work environment where your day to day makes an impact on the planet. Hybrid work environment: 2 remote days a week, 1 remote work week per quarter, plus 3 flex days. Employee Resource Groups: mentorship programs, comprehensive accessibility policies, cultural competency training. At Back Market, we’re committed to hiring and supporting diverse teams of people from all backgrounds, experiences, and perspectives. It’s one of the reasons we’re such a high-scoring certified B Corp company (93.2). We know that the perfect background for a role doesn’t mean the perfect fit. We encourage you to apply even if you think you may not have all the qualifications. If reasonable accommodations are needed for the interview process, please do not hesitate to discuss this with the Talent Acquisition Team. #J-18808-Ljbffr