Talent Sourcer
Confirmed on the employer's own hiring board on Oct 20, 2026. First seen by Alion on Sep 16, 2026. SeQura scores B on the Alion truth index.
About seQura
seQura provides innovative, flexible and easy-to-use payment technologies that help merchants acquire, convert and retain more customers.
We make a difference in sales performance by tailoring our solutions to different sectors, to address their unique pain points and deliver superior results in Retail, Education, Eyewear, Repairs and Travel.
We also empower smart shopping to consumers who seek more value, convenience, and flexibility in their shopping, with new payment experiences that allow them to save, access interest-free credit, or pay in small, comfortable installments of up to 24 months.
Born in Barcelona, seQura is a privately-owned fintech, currently expanding throughout southern Europe and Latin America, growing above 50% CAGR.
Over 6000 businesses, almost 3 million shoppers, and almost 400 employees continue to rate us as one of the most loved and trusted fintechs out there, with an NPS of 87%, a Trustpilot rating of 4.7/5, and a Glassdoor rating of 4.1/5.
About the role
We’re looking for a Talent Sourcer to help us identify and engage exceptional talent across some of seQura’s most important hiring priorities.
This is a highly focused sourcing role. You won’t own the full recruitment process or conduct candidate interviews. Instead, your mission is to turn clearly defined hiring needs into strong pipelines of relevant, interested candidates.
You’ll work directly with hiring managers across different areas of the business. They’ll provide the role brief, job description and initial ideas of where relevant talent might be found. From there, you’ll take ownership of the search: researching the market, expanding beyond the obvious target companies, identifying strong potential matches and creating personalised outreach that gets people interested in talking to us.
Once a candidate responds with genuine interest, you’ll connect them directly with the hiring manager, who will take the conversation forward.
This is a great opportunity for someone who loves the research and outreach side of talent acquisition and enjoys the challenge of finding people who may not be actively looking for their next opportunity.
Location & ways of working: This role is based in Barcelona and follows our hybrid working model, typically 3 days per week in the office and 2 days working from home. This is not a remote position, so please apply only if you are currently based in Barcelona or willing to relocate and can commit to this hybrid setup.
Requirements
What challenges will you be solving
Turn hiring needs into talent maps: take an already-defined role and initial target companies and translate them into a structured sourcing strategy.
Go beyond the obvious candidates: research similar companies, competitors, adjacent industries, professional networks and relevant talent pools to build strong shortlists.
Identify relevant profiles: assess potential candidates against the requirements of each role and use judgement to distinguish strong potential matches from keyword matches.
Create outreach that gets responses: draft personalised, compelling first-touch messages adapted to each hiring manager and candidate.
Own the outreach process: manage initial messages, follow-ups, sequencing and tracking across multiple searches.
Create warm handovers: as soon as a candidate responds with genuine interest, connect them with the relevant hiring manager to continue the conversation.
Keep pipelines organised: maintain clear, live information on candidates contacted, responses and progress for every search.
Learn from the market: identify patterns in response rates, companies and candidate profiles, and use those insights to continuously improve targeting.
Work across different talent markets: support hiring managers across functions and geographies, learning quickly about very different profiles and industries.
Use AI to work smarter: leverage AI and sourcing tools to research markets, identify talent and personalise outreach efficiently.
What you'll need
Some previous experience in talent sourcing, recruiting, executive search, sales development (SDR/BDR), research or outbound outreach.
Strong research skills and genuine curiosity; you enjoy digging beyond the obvious results to find the right people.
Good judgement when assessing whether someone could be relevant for a particular opportunity.
Excellent written communication skills and the ability to adapt your tone to different audiences and hiring managers.
Experience writing personalised cold outreach that generates responses.
Strong organisation skills and the ability to manage several searches and pipelines simultaneously.
High attention to detail, particularly when communicating on behalf of others.
Comfort working with AI tools and using technology to make research and outreach more effective.
A high level of discretion and responsibility when handling confidential information and communications.
Professional fluency in English; Spanish is a plus.
Experience with LinkedIn Recruiter, sourcing tools or ATS platforms would be a plus.
You don’t need to have been a full-cycle recruiter. We care much more about your ability to research, identify and engage the right people.
What we offer
We have a strong and sustainable foundation where we provide a secure and reliable workplace. You have the freedom and trust to make the best contribution possible.
A highly visible role supporting some of seQura’s most important hiring priorities.
Exposure to leaders, functions and talent markets across the company.
The opportunity to develop deep expertise in talent research, sourcing and candidate engagement.
23 vacation days + 2 days of free disposal per year.
Professional development workshops and seminars.
Flexible compensation plan for transportation, restaurants, and kindergarten with Cobee.
Health insurance discounts with Sanitas and Adeslas.
Urban mobility support via Kleta.
Free access to healthy, organic, and sustainable fruits.
Wellness Programme covering 6 areas: occupational, physical, financial, emotional, social, and environmental.
Our hiring process
Screening call
In-depth competency interview
Panel with different managers.
We kindly ask that you submit your CV in English, as it is the official language of our community.
We promote equal opportunity to all, regardless of age, colour, gender identity, medical condition, physical or mental disability, race, religion, sexual orientation, or other characteristics.
Do you want to be part of the change? Join us!