ph3Role /h3 pThis is not a traditional Talent Acquisition role. This is a high‑impact, intervention role—focused on the most critical, ageing, complex, or “stuck” positions across EMEA. As part of a SWAT team, you will be deployed where the need is greatest: /p ul liRoles with no pipeline /li liPositions that have been open too long /li liHiring challenges requiring fresh thinking and pace /li /ul pYou will not inherit “easy” roles. You will be brought in to change trajectory. This role is for bexpert recruiters who see themselves as problem‑solvers first and process followers second /b. /p h3This Role Is Idóneo For Recruiters Who /h3 ul liLove sourcing and market hunting /li liGet energy from turning around difficult searches /li liPrefer action over process /li liAre motivated by impact and visibility /li /ul pThis role can be based anywhere in Europe. /p pRelocation and visa sponsorship are not available. /p h3How You Will Make an Impact /h3 ul liTake ownership of hard‑to‑fill, ageing, and business‑critical roles, often requiring immediate intervention. /li liBuild pipelines from scratch through proactive, targeted sourcing and direct search. /li liIdentify why roles are not moving (pipeline, role clarity, stakeholder alignment, market reality) and actively reset the approach. /li liWork at pace to create momentum, driving roles from stagnation to shortlist. /li liPartner with hiring managers and HR to challenge assumptions, recalibrate expectations, and unblock decision‑making. /li liOperate across multiple roles simultaneously, prioritising impact over activity. /li liLeverage market intelligence to reshape search strategies and unlock previously inaccessible talent pools. /li liCollaborate closely with sourcing teams to deliver high‑quality, ready‑to‑hire pipelines. /li liReduce reliance on agencies by owning and delivering sourcing outcomes internally,



aligned with broader TA sourcing priorities. /li liDrive visible progress on backlog and contribute to improving speed and effectiveness of hiring across the region. /li liAct as a catalyst for change—influencing how we approach difficult hiring challenges in the future. /li /ul h3Your Background /h3 ul liStrong experience across agency (search/headhunting) and in‑house environments /li liA proven track record of delivering on hard‑to‑fill or business‑critical roles, not just standard hiring /li liA genuine passion for sourcing, headhunting, and building pipelines from zero /li liThe ability to operate at pace and manage multiple complex roles in parallel /li liConfidence to engage and challenge stakeholders to unblock stalled processes /li liStrong judgement in identifying when the issue is talent inflow vs expectations vs process /li liA resilient, action‑oriented mindset—you do not wait for momentum, you create it /li liExperience of hiring within the Energy/ Power / Transmission and Distribution sectors. /li liExperience of hiring niche Engineering roles. /li liStrong understanding of EMEA markets, with the ability to adapt sourcing strategies accordingly /li liFluency in English (additional European languages including German, Spanish, French, Italian or Swedish are advantageous) /li /ul h3What makes this role different /h3 ul liYou will focus on the roles others struggle to fill /li liYou will be measured on movement, impact, and outcomes — not activity /li liYou will operate with pace, autonomy, and visibility /li liYou will be part of a team built to change how hiring challenges are solved /li /ul h3What this role is not /h3 ul liNot a steady‑state, requisition‑management role /li liNot suited to recruiters who rely primarily on applicants /li liNot for those who prefer clearly defined, low‑ambiguity environments /li /ul /p #J-18808-Ljbffr

📌 Senior Talent Acquisition Partner - EMEA (m/f/d) (12 month FTC)
🏢 Hitachi Energy
📍 Barcelona