Overview Najar is seeking a Talent Acquisition Manager to own the full recruitment cycle and help scale our TA function in a hybrid Paris setting. You will partner with the People Director to design sourcing strategies, build recruiting processes, and deliver an outstanding candidate experience across sales, customer success, procurement, and other teams.

Responsibilities - Own all active recruitments end-to-end (sales, customer success, procurement, and more). - Proactively source candidates using LinkedIn Recruiter, direct outreach, networks, and creative sourcing. - Screen, interview, and assess candidates in close collaboration with hiring managers. - Deliver an outstanding candidate experience at every stage. - Structure recruiting processes with the People Director (interview guides, scorecards, candidate journey, KPIs). - Select and implement the right tools (ATS, sourcing, referral programs). - Contribute to employer branding: content, job board presence, and more. - Propose how the TA function should scale over time. - Build strong partnerships with managers to understand hiring needs and challenge briefs when needed. - Provide regular recruiting reports to leadership. - Anticipate hiring needs in line with the growth roadmap.

Overview Najar is seeking a Talent Acquisition Manager to own the full recruitment cycle and help scale our TA function in a hybrid Paris setting. You will partner with the People Director to design sourcing strategies, build recruiting processes, and deliver an outstanding candidate experience across sales, customer success, procurement, and other teams.

Responsibilities - Own all active recruitments end-to-end (sales, customer success, procurement, and more). - Proactively source candidates using LinkedIn Recruiter, direct outreach, networks, and creative sourcing. - Screen, interview, and assess candidates in close collaboration with hiring managers. - Deliver an outstanding candidate experience at every stage. - Structure recruiting processes with the People Director (interview guides, scorecards, candidate journey, KPIs). - Select and implement the right tools (ATS, sourcing, referral programs). - Contribute to employer branding: content, job board presence, and more. - Propose how the TA function should scale over time. - Build strong partnerships with managers to understand hiring needs and challenge briefs when needed. - Provide regular recruiting reports to leadership. - Anticipate hiring needs in line with the growth roadmap.