ph3Responsibilities /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 h3Requirements /h3 ul liStrong experience across in 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 /p #J-18808-Ljbffr

📌 Senior Talent Acquisition Partner – EMEA (Barcelona)
🏢 Jobtailor
📍 Barcelona