Technical Recruiter

WHY THIS ROLE EXISTS

Trading 212 serves more than 5 million clients and manages over €30 billion in assets. Continuing that growth depends on the calibre of the people building the product and the speed with which we can hire them. This role is responsible for building the technical teams behind the product without lowering the hiring bar as demand grows.

How you will work

You will take each search from the initial brief to an accepted offer: defining the profile, identifying the relevant market, sourcing directly, qualifying candidates credibly, and changing course when the evidence shows the search is off track.

What you will own

• Full-cycle hiring across backend, frontend, and DevOps
• Direct sourcing and proactive pipelines for the hardest roles
• Assessing candidate relevance, securing timely decisions, and leading offer conversations through acceptance
• Presenting hiring managers with clear evidence when the profile, search strategy, or interview process needs to change

Evidence we are looking for

• A progression from agency or hands-on sourcing into in-house technical recruiting with clear ownership
• Searches where you personally built the pipeline, qualified candidates, managed the stakeholder, and closed the hire
• Enough technical depth to explain how your current or previous company builds and ships software
• Numerical ownership of hiring results and a clear account of which actions changed them
• A record of recovering difficult searches, challenging hiring decisions with evidence, improving recruitment processes, and closing difficult offers

The opportunity

You will work directly with senior decision-makers, including the founder, and can take on broader hiring responsibility as you deliver. You will join a Talent Acquisition function that is still being built, with the freedom and responsibility to shape how technical hiring works.

This is a remote role open to candidates based in Bulgaria, Poland, Romania, or Spain.

Responsibilities

Take each search from the initial brief to an accepted offer: defining the profile, identifying the relevant market, sourcing directly, qualifying candidates credibly, and changing course when the evidence shows the search is off track; Full-cycle hiring across backend, frontend, and DevOps; Direct sourcing and proactive pipelines for the hardest roles; Assessing candidate relevance, securing timely decisions, and leading offer conversations through acceptance; Presenting hiring managers with clear evidence when the profile, search strategy, or interview process needs to change

Requirements

A progression from agency or hands-on sourcing into in-house technical recruiting with clear ownership; Searches where you personally built the pipeline, qualified candidates, managed the stakeholder, and closed the hire; Enough technical depth to explain how your current or previous company builds and ships software; Numerical ownership of hiring results and a clear account of which actions changed them; A record of recovering difficult searches, challenging hiring decisions with evidence, improving recruitment processes, and closing difficult offers