You help build the team behind driveblocks and shape the experience of joining and working here.
As our Talent Acquisition Specialist, you own hiring for technical and non-technical roles, from defining what we need to bring the right people on board.
You partner with hiring managers to understand their teams, challenge assumptions, and agree on what success looks like in each role. You turn hiring priorities into action and develop how we attract, assess and hire people as we grow.
You take initiative, keep decisions moving, and follow through. Throughout the process, you give candidates what they need to make an informed decision: honest conversations, clear expectations and a real understanding of working at driveblocks.
As part of our People team, you also help shape the everyday experiences that make driveblocks a great place to work. From welcoming new colleagues to bringing the team together, you take ownership of selected People & Culture activities and develop practical, reliable processes as we grow.
This role combines hiring ownership with the opportunity to contribute across People & Culture. You bring ideas, put them into practice, and see their impact on the team around you.
Your main responsibilities are:
- Own full-cycle hiring: Manage the process from the initial role briefing through job postings, sourcing and interviews to offers and signed contracts. Together with our People Manager, ensure a smooth handover to onboarding
- Partner with hiring managers: Define requirements, selection criteria and interview processes together. Share market insights, challenge unrealistic expectations and support clear, evidence-based decisions
- Find and engage talent: Develop targeted search strategies, identify relevant profiles and engage people through personal, thoughtful outreach. Build relationships with potential candidates for future opportunities
- Conduct interviews and support decisions: Lead initial conversations, understand candidates’ experience and motivation, and provide informed recommendations. Ensure interview feedback is collected promptly and next steps are agreed.
- Create a positive candidate experience: Keep candidates informed, prepare them for interviews and communicate decisions clearly and respectfully. Give them a realistic understanding of the role, our team and how we work
- Improve hiring together: Partner with our People Manager to prioritize open roles and improve job descriptions, selection processes and how we present driveblocks as an employer. Bring your ideas and put them into practice
- Maintain visibility and resolve bottlenecks: Keep hiring data pipeline in Personio up to date. Use metrics and feedback to identify obstacles and improve ongoing searches
- Create a welcoming start: Coordinate onboarding with our People Manager and the relevant teams, from preparations before day one to onboarding schedules and materials. Help new colleagues feel welcome, find their way and build connections
- Bring our culture into everyday experiences: Plan and organize team events, coordinate company merchandise, and turn ideas into activities that connect our people and reflect who we are
- Develop People Operations as we grow: Take ownership of selected recurring processes and projects. Keep information and documentation organized, coordinate the details and make everyday processes easier for the team and help to shape and develop employee experience.