💪Our career development philosophy.

• We are building a talent house of high performing teams and leaders. We invest in people who raise the bar and help others reach their full potential.
• We take ownership of our career development. We don’t believe in linear and predictable career paths - we create the job of our dreams!
• We embrace opportunities to move the needle and make an impact beyond our scope.

🤝Our commitment to being a force for good.

• Our platform is an important economic tool for millions of people (customers, partners, couriers) and we are taking action to amplify our positive impact.
• We invest in doing good by dedicating time and resources into social and environmental initiatives.
• We have the ambition of being DIB role models across the tech industry. We are creating environments, systems, and processes that provide equal opportunities, break biases, and empower our communities.

We have a vision: Building the largest marketplace in your city, to give access to anything in minutes. And this is where your ride starts.

YOUR MISSION

Build the best Talent House worldwide! As part of the Talent Acquisition team, you will be the advisor and gatekeeper that Glovo needs, helping the business raise the bar with every hire. You will understand and advise the hiring managers with your market expertise, analyze TA metrics, and build robust recruiting strategies to attract the best talent while caring about the operational excellence of our recruitment process and keep always at the center of your work the quality of both candidates and hiring managers' experience.

THE JOURNEY

• Manage end-to-end recruiting including research, sourcing, candidate assessment & management, offer recommendation, negotiation & acceptance
• Develop a deep understanding of one of our talent markets (WE, IT-SEE, PLECA, and Africa) to source the best candidates [under the Leadership Scope]
• Tailor sourcing strategies for each region, leveraging local networks, job boards, and other resources.
• Stay updated on hiring trends, salary benchmarks, and legal requirements for the respective regions
• Coach hiring managers on several recruiting topics such as: time to fill, market mapping, candidate engagement and conversion, adapting to the region(s) you will manage.
• Improve upon existing programs and develop innovative strategies around finding top talent
• Utilizing ATS reports, dashboards, and other tools to illustrate the recruiting pipeline and results
• Be passionate about tech and on-demand and why people should work here
• Support employer branding activities through attending networking events, e-meetups, etc.
• Candidate obsession! Manage your pipeline of candidates and identify what future opportunities they may be a fit for