Senior Talent Acquisition Partner

Truecaller's mission is to build trust in communication by making it safer, smarter, and more efficient. Born in Sweden, trusted by the world, and here’s why we stand out:

• We are trusted by over 500 million active users every month across 190+ countries
• We identify over 15 billion calls daily, helping users avoid spam and scams
• We are powered by a team of 400+ employees from 45+ nationalities

We always look for people who take initiative, own their work, and keep raising the bar. An entrepreneurial mindset matters here, especially when it turns bold ideas into real actions. We stay collaborative and focused, always searching for smarter paths forward. If you want to make an impact and grow with a team that inspires millions, you’ll fit right in.

At Truecaller, Talent Acquisition is more than recruitment. We are strategic partners, problem-solvers, talent advisors, and team builders. Operating in a fast-paced, high-expectation environment, we focus on speed, quality, creativity, and ownership. 

We challenge traditional methods, embrace AI and emerging tech, and seek smarter ways to find and hire talent. Great Talent Acquisition professionals don't just fill roles; they understand the business, speak engineers’ language, challenge assumptions, coach hiring managers, and shape successful teams. 

We seek a Senior Talent Acquisition Partner skilled in technical recruiting who can handle multiple complex searches, quickly move from strategy to execution, and deliver results. You’ll find talent beyond obvious channels, build relationships with technical candidates, and develop efficient hiring processes without sacrificing quality or candidate experience. 

• →Own high-capacity, end-to-end technical recruitment. Manage multiple hiring processes across engineering, data, infrastructure, and other technical and support functions, maintaining speed, quality, and a strong candidate experience.
• →Be a strategic partner, not an order-taker. Work closely with hiring managers to understand their teams, business challenges, and technical needs. Coach, advise, and constructively challenge them on talent availability, hiring expectations, assessment approaches, and decision-making.
• →Bring technical credibility to every conversation. Understand engineering environments, architectures, programming languages, frameworks, and technical challenges well enough to engage engineers in meaningful conversations and represent our opportunities authentically.
• →Use AI to redefine how recruitment gets done. Integrate advanced AI practices, automation, and intelligent workflows into sourcing, research, market mapping, candidate engagement, and process optimization. Continuously test new tools and approaches to improve productivity and hiring outcomes.
• →Go beyond conventional sourcing. Find creative ways to reach hard-to-find technical talent. Leverage GitHub, technical communities, advanced search techniques, talent intelligence, networks, and unconventional approaches that others may overlook.
• →Deliver recruitment across European markets. Navigate different talent markets, candidate expectations, and hiring dynamics across the EU, adapting your approach to local realities while maintaining a consistent hiring standard.
• →Make talent analytics part of everyday decisions. Use funnel data, market insights, conversion rates, time-to-hire, and other recruitment metrics to identify opportunities, guide hiring managers, and continuously improve outcomes.
• →Build employer brand through everything you do. Naturally bring our company culture, challenges, and employee stories into candidate conversations, sourcing campaigns, community engagement, and hiring initiatives. Identify opportunities to strengthen our visibility and reputation within technical communities.
• →Own the candidate journey from first contact to close. Build relationships, create excitement, manage expectations, navigate offers, and confidently close candidates in competitive talent markets.
• →Challenge the status quo. Bring fresh ideas, experiment, learn quickly, and continuously look for ways to make Talent Acquisition smarter, faster, and more impactful.

• 7+ years of hands-on experience recruiting software engineers and other specialized technical talent, preferably in product-driven technology companies.
• Proven experience managing a high volume of technical recruitments with demanding timelines and changing priorities.
• Strong technical understanding of software engineering roles, technologies, and development environments. An engineering or technical background is a strong advantage.
• Extensive experience recruiting in the Swedish tech market, with a strong understanding of the local talent landscape, candidate expectations, and hiring practices, alongside experience recruiting across other European markets.
• Advanced sourcing skills and experience with modern recruitment technologies, including AI-powered tools.
• Ability to build trusted relationships with senior stakeholders, influence decisions, and provide constructive guidance.
• Strong analytical skills and experience using recruitment data to assess performance and inform decisions.
• Excellent English communication skills, sound judgment, and a proactive, collaborative approach.

Truecaller is committed to building a diverse and inclusive team. We believe that a wide range of backgrounds, perspectives, and experiences strengthens our products and our culture. No matter where you're from, what language you speak, or how you identify,  we value what makes you unique and would love to get to know you. 

Check out Life at Truecaller - Behind the code:  https://www.instagram.com/lifeattruecaller/

Sounds like a great opportunity?

We will fill the position as soon as we find the right candidate, so please send your application as soon as possible. As part of the recruitment process, we will conduct a background check.