Talent Acquisition Manager - Tech & Product
Confirmed on the employer's own hiring board on Oct 20, 2026. First seen by Alion on Jul 23, 2026. Spiko scores B on the Alion truth index.
Our Mission
Money sitting idle is money lost. We're fixing that.
Founded in 2023 by Antoine and Paul-Adrien, Spiko gives businesses, non-profits, financial advisers, and fintechs access to institutional-grade cash management, via app or API. We are building the full infrastructure: issuing, operating, and distributing the products ourselves.
Two years after launch, we serve thousands of organizations across Europe and process hundreds of millions of euros in flows every month. Netherlands is one of our priority markets for the next phase of growth.
Our ambition: become the world's leading treasury management infrastructure in a market worth trillions.
We are backed by Index Ventures, the CEO of Revolut, the founder of Kyriba, and the CTO of Wise.
Spiko runs on excellence, transparency, and straight talk.
The role: Talent Acquisition Manager
As our Talent Acquisition Manager, you'll own hiring for our Tech & Product teams, and support other functions across the business as we scale. Reporting to the Head of People & Talent, you'll act as a true headhunter, not just a process manager, going out and finding the talent that will define Spiko's next stage of growth. Success looks like building a sourcing engine and candidate experience strong enough to consistently win top engineers, product managers and other key hires in a competitive market.
Key Responsibilities
Sourcing & Headhunting
Proactively source and approach passive candidates for Tech & Product roles (engineering, product management, design) and beyond
Build and maintain a strong talent pipeline ahead of need, not just reactively to open roles
Bring real headhunting rigor: market mapping, targeted outreach, and a sharp read on what makes candidates move
Hiring Process & Candidate Experience
Own the full-cycle recruitment process from calibration with hiring managers to offer
Design and run structured, fast-moving interview processes that reflect Spiko's pace and standards
Ensure every candidate, hired or not, has an excellent experience with Spiko
Partnering with Hiring Managers & Founders
Run tight calibration loops with hiring managers and founders on job descriptions, scorecards, and candidate profiles
Provide market insights (comp benchmarks, talent pool sizing, sourcing strategy) to inform hiring decisions
Act as a trusted advisor to hiring managers, not just an order-taker
Process & Continuous Improvement
Track and report on pipeline health, time-to-hire, and sourcing channel performance
Identify bottlenecks and suggest concrete improvements to how Spiko hires
Help build scalable Talent Acquisition processes and tools as the company grows
Who we're looking for
Requirements (must-haves):
4+ years of experience in Talent Acquisition, with genuine headhunting experience (direct sourcing, market mapping, cold outreach), not only inbound/agency-fed recruitment
Proven track record hiring for Tech & Product roles (engineering, product, design)
Excellent English skills, both written and spoken (French is a plus but not required)
Comfortable operating in a fast-moving, ambiguous, early-stage startup environment
Strong stakeholder management skills, able to challenge and align hiring managers and founders
A sharp, data-informed approach to recruitment (pipeline metrics, sourcing channel performance)
High ownership mindset and bias for action
Nice to have:
Experience in a top-tier, high-growth startup or scale-up
Experience hiring in fintech
Experience building or improving TA processes and tools from scratch
What we offer
Salary range: 45k - 60k€ (annual base) + Stock Options
Offices: in central Paris & London
Remote work: up to 2 days per week and one full remote week per month
The best tech for your job: latest-generation laptops and industry-leading software
Health insurance: 100% covered by Spiko
Monthly Budget to cover different perks of choice
Transport: 50% of public transport pass covered or the Forfait Mobilités Durables (FMD)
Referral Bonus
Social life: regular afterworks and biannual offsites
Our hiring process
Screening Interview - 30 mins with Nathalie, Talent Acquisition
Hiring Manager interview - 30 mins with Agnès, Head of HR & Talent
Business Case: To work on at home and present online or in person
Final in-person Interviews with the Founders
Reference Check: we'll reach out to your references to gather further insights
Offer
If something here doesn't match your résumé perfectly but you believe you'd thrive in this role, apply anyway. Tell us why.