About the role
bunch is building the backbone of private markets. We are enabling next-gen fund operations with one integrated system that combines secure data infrastructure, AI-powered workflows and expert fund services. If you value ownership, growth through real responsibility, and working with a thoughtful, ambitious team, this role might be for you.
Your role
As Talent Acquisition Manager — Tech at bunch, you will own end-to-end hiring across Engineering, Product, Design and Analytics. You will build high-quality technical pipelines, translate business needs into structured hiring strategies, and partner with technical leaders to make sound, evidence-based hiring decisions.
You will:
Own assigned technical searches from kick-off through accepted offer and onboarding handover, turning role outcomes into clear scorecards, interview plans, sourcing strategies and delivery forecasts
Build targeted outbound pipelines, engage passive technical talent with relevant communication and develop reusable talent maps and relationships across referrals and technical communities
Partner with hiring managers on talent availability, location, compensation, level and search feasibility, while maintaining a high bar for interview quality, timely feedback and consistent assessment
Manage competing searches through explicit priorities, milestones, pipeline coverage and risk signals, keeping Ashby workflows, reporting and role-level forecasts accurate
Create a strong candidate experience and close effectively by understanding motivation, concerns and decision criteria early, then communicating clearly throughout the process
Use AI and automation to improve research, preparation, reporting and follow-up while retaining human judgment, data quality and accountability
About you
You have 3+ years of experience in end-to-end recruitment, with meaningful ownership of technical roles in a fast-moving environment
A mix of agency and startup experience is a plus
You have hired for a diverse set of roles and seniorities within Engineering, Product, Design, and Data
You are intrinsically self-starting: you identify gaps, form a point of view, propose solutions and close loops without needing detailed direction
You are resilient and persistent when searches, stakeholders or candidates become difficult, while recognising when to change course
You are curious about technical work, talent markets and the business, and learn quickly enough to calibrate credibly with Engineering, Product and Analytics leaders
You are a creative sourcer who develops new talent pools, messages and routes to market when the standard process is not enough
You value structured kick-offs, scorecards, ATS discipline and data, but understand that process supports judgment rather than replacing it
You use recruiting data, AI and automation responsibly without outsourcing human judgment
What success looks like
Own it: Take end-to-end accountability for searches, candidate commitments and stakeholder follow-through. Surface risks early with a proposed solution and learn openly from mistakes.
Aim for impact: Focus on hiring work that moves the needle. Connect priorities to business and team outcomes, make explicit trade-offs and keep quality as part of speed.
Empower others: Invest time, empathy and recruiting expertise in candidates, hiring managers and teammates. Improve interview quality and help others make better decisions.
Always be curious: Ask why, challenge assumptions and continuously learn about technical roles, the talent market and bunch’s business. Turn each search into reusable insight.
Enjoy the ride: Bring warmth, authenticity and constructive energy to demanding work. Stay calm under pressure, recognise progress and help the team navigate setbacks together.
Workplace & benefits
Customizable benefits package covering wellbeing, sport, mobility, food and more
28 days of vacation, plus 2 company days and local public holidays
Remote-flexible hybrid work with 3 days per week in the office in Mitte
Up to 6 remote calendar weeks per year
A great tech and work setup
Work with a diverse team of 130+ bunchies from 40+ countries, with leaders who are best-in-class in their domains
Hiring process
People Team interview with Roberto — 45 min: Motivation and the five values that matter most for operating in a fast-paced environment.
Technical recruiting live case — 60 min: A conversational interview about real and situational recruiting decisions, stakeholder management, and team dynamics. No take-home assignment.
Cross-functional round — 3 × 30 min: Conversations with an Engineering or Product Leaders, People Partner and People Lead.
Questions? Reach out to