Talent Acquisition Lead

🤖 AI-powered, from day one
Your own Claude account and a monthly AI tools budget.

🩺 Your health comes first
Alan health insurance fully covered by bsport · DKV dental · mental health support · paid sick leave.

🧘 Move like the people we serve
Wellhub access to thousands of gyms, studios and wellness apps.

💳 Get more from your pay
Alan Flex: pay meals, transport and nursery from your gross salary, tax-free.

☀️ A great place to work, live and connect
Office on Passeig de Gràcia · 1 remote day/week + 15 extra days/year · Summer Fridays in August · an international team across Europe, the US and APAC.

We're growing fast, and we need someone to lead the way we hire!

At bsport we empower the Wellness Industry with an all-in-one platform that combines boutique fitness and advanced technology. Our platform enables our partners to manage their bookings, payroll, marketing and more, to streamline operations and boost their commercial success.

Join bsport at one of the most exciting stages of its journey: backed by €30 million in funding, the company is accelerating its international expansion and redefining the future of fitness and wellness tech.

We're looking for a Talent Acquisition Lead to run our recruitment engine and build a more predictable, rigorous and high-performing hiring function.

You'll lead a team of three recruiters across GTM, Generalist and Tech hiring, creating the structure, coaching and performance discipline needed to consistently deliver against our hiring plan.

This is a hands-on management role. You'll improve how we source and assess candidates, give leadership clear visibility on hiring performance and risks, and personally step into critical management and leadership searches when needed.

• Lead, coach and develop our team of three recruiters, setting clear KPIs, career growth paths, and holding the team accountable for hiring outcomes.

• Build regular rituals around recruiter performance, pipeline health, sourcing and hiring targets.

• Identify performance gaps early and coach or intervene where needed.

• Translate agreed hiring plans into clear recruitment activity and sourcing strategies.

• Give leadership visibility on hires vs. target, pipeline health, forecast, risks and blockers.

• Use conversion, sourcing and ATS data to identify problems early and drive corrective action.

• Build greater sourcing rigour across the team, defining the right mix of outbound, inbound, referrals and agencies by role.

• Strengthen our ability to attract and identify high-quality technical talent and improve Tech pipeline performance.

• Reduce unnecessary agency dependency by building stronger internal sourcing capability.

• Build structured role intakes, clear hiring bars, scorecards and consistent assessment processes.

• Coach hiring managers to improve interview and decision quality.

• Continuously improve our ATS, recruitment processes and use of AI/automation.

• Use hiring outcomes and early retention to continuously raise our quality of hire.

• Partner directly with hiring managers and senior leaders to solve hiring challenges and deliver against their plans.

• Challenge unrealistic requirements, slow processes or inconsistent decision-making using data and market insight, not hierarchy.

• Train and hold hiring managers accountable for their part in delivering a strong recruitment process.

• Personally lead critical management, leadership and VP-level searches when required.

• Manage agencies, RPOs and other recruitment partners, including performance and commercial negotiations.

• Manage the execution of our employer-brand strategy with our external agency and relevant internal stakeholders.