Technical Recruiter

Technical Recruiter

Location: UK or EU – Remote

Role Type: Full-time

Industry Focus: TechBio, AI for Science, Biotech, Deep Tech, AI/ML, Life Sciences

Application Information

• We are unfortunately unable to offer visa sponsorship at this time.
• Although this is not a live hiring requirement, 2026 has so far seen us triple our client base, and with more growth expected across H1, we’re getting ahead of the demand.
• Because of this being an 'open interest' role, we unfortunately won’t be able to respond to every application
• Some client projects may require on-site presence

About Talvo

We are the strategic hiring partner for frontier AI companies that are transforming the future of medicine and challenging traditional ways of thinking through novel applications of AI. We don’t just “fill roles”; we embed ourselves as a consultative partner in our clients’ ecosystems to architect world-class teams.

Our reputation is built on deep domain authority in AI for Science, and over a decade of talent acquisition experience inside some of the world’s most renowned technology companies. We operate with high intensity and relentless precision because the companies we support are not just solving complex problems—they are changing the world.

About This Role

This is an 'open interest' role. We are always looking to connect with exceptional talent partners who want to operate at the cutting edge of tech hiring.

As an Embedded Talent Partner, you will be deployed full-time into one of our client organisations—typically high-growth, technically complex businesses operating at the intersection of AI, engineering and science. You will act as an extension of their internal talent team, owning end-to-end hiring across a wide variety of technical roles, advising hiring managers, shaping talent strategy, and delivering hires that raise the bar.

This is not a support role. You will operate with a high degree of autonomy, ownership and accountability. You will be the trusted hiring partner that leaders rely on to make critical talent decisions—and you will deliver with pace, precision and data.

What You’ll Be Doing

• End-to-End Ownership: Own the full recruitment lifecycle from intake to offer for a diverse range of technical and non-technical roles, with minimal hand-holding.
• Client Partnership: Embed within client teams, build trusted relationships with hiring managers and senior leaders, and operate as a strategic talent advisor—not an order-taker.
• Forensic Sourcing: Go well beyond LinkedIn Recruiter. Use creative, multi-platform sourcing strategies to identify and engage top talent—including passive candidates who don’t want to be found.
• Data-Driven Delivery: Track your funnel metrics obsessively. Use data to inform your strategy, shape hiring manager expectations, and provide clear, actionable market insights.
• Process Improvement: Identify inefficiencies in how your client hires and build scalable, documented processes that improve outcomes and become repeatable.
• Stakeholder Management: Navigate competing priorities, manage expectations across multiple hiring managers, and communicate progress with clarity and confidence.
• Pipeline Building: Consistently build and maintain high-calibre talent pipelines that raise the bar for your client’s hiring.
• Candidate Experience: Ensure every candidate interaction is a standout experience. You are the face of your client’s employer brand, and you treat that responsibility seriously.

You Could Be a Great Fit If...

• Master of Your Craft: You view recruitment as a discipline, not just a function. You are constantly learning, refining your approach, and pushing yourself to deliver better outcomes. You geek out on sourcing techniques, market intelligence, and hiring strategy.
• Engineering-Native: You have meaningful experience hiring across engineering and technical disciplines. You understand how engineering teams are structured, what great technical talent looks like, and how to calibrate quickly on complex roles—from Software Engineers to ML Researchers to Platform Architects.
• Data-Obsessed: You don’t just say “it’s going well.” You say, “I mapped 40 companies, identified 180 prospects, contacted 35, and have a 17% response rate.” Data drives every conversation you have.
• Builds Trusted Relationships Fast: Hiring managers trust you within weeks, not months. You earn credibility through competence, communication, and consistently delivering on what you say you will.
• Moves Fast Without Dropping Balls: You manage heavy workloads and high expectations with structure, organisation, and poise. You can juggle multiple searches across different hiring managers and seniority levels without losing quality or momentum.
• Thrives in Ambiguity: Plans change. Clients pivot. Priorities shift overnight. You are resilient, solutions-focused, and able to adapt your strategy without losing momentum or composure.
• Strong Locus of Control: You don’t wait to be told what to do. You take ownership of problems, drive your own priorities, and hold yourself accountable for outcomes—good and bad.
• Problem Solver and Process Improver: You don’t just accept the way things are. You see broken processes, inefficient workflows, and missed opportunities—and you fix them.
• Positive Energy: You are the person people love working with. Collaborative, solutions-focused, and able to manage conflict with maturity and professionalism.

This Role Might Not Be For You If...

• You rely solely on LinkedIn: If your sourcing strategy starts and ends with a basic keyword search on LinkedIn Recruiter, you will struggle here.
• You struggle to operate without structure being handed to you: You will have support, guidance and enablement, but you need to be able to drive your own day, set your own priorities, and build structure around yourself.
• You can’t balance pace with quality: Moving fast means nothing if you’re cutting corners. We expect speed and precision.
• You need constant direction: We are looking for strategic partners, not passengers. You will work closely with the Founder and your client stakeholders, but you are expected to operate with autonomy and ownership.
• You accept “Average”: Our values are clear—average doesn’t live here. If you are comfortable submitting a “good enough” shortlist or delivering a “fine” candidate experience, we aren’t the right home for you.
• You shy away from feedback: We are a team that gives and receives feedback openly and honestly. If you find that uncomfortable, this environment will be challenging.

Bonus Points

• Exposure to the AI drug discovery, biotech, or life sciences space.
• Experience hiring for AI/ML roles
• Experience operating inside VC-backed or high-growth startup environments.