Intric is growing fast, and the people you bring in will shape what we're able to build. As the second Talent Partner, you'd own your recruitment end to end: finding candidates, running the first conversation, coordinating the process, and seeing it through to offer and closing.

What you'll do:

• Own the full recruitment cycle for roles including technical ones. From sourcing and first contact through to offer and close, the process is yours. You coordinate across hiring managers, keep things moving, and make sure nothing gets dropped.

• Find candidates who aren't looking. LinkedIn is one tool among many. You identify where the right people are, work out how to reach them, and build a pitch that makes Intric worth a conversation. You also get out into the relevant communities: attending meetups, connecting at events, and occasionally helping put something together yourself when the right room doesn't already exist.

• Act as a partner to hiring managers. You build strong working relationships with the people you hire for, push back when something isn't working, and help them make sharper decisions rather than just executing what they ask.

• Help the team get better at hiring. You notice when a process isn't doing what it should, bring ideas for improving it, and support interviewers and hiring managers in doing their part well.

• Take candidate experience seriously. People remember how they were treated, especially when the answer is no. You make sure every candidate has a clear, respectful experience from first contact to final decision.

Who you are:

• You move before being asked. If something is stalled or unclear, you find out why and sort it rather than waiting for someone to notice.

• You're genuinely curious about how recruitment works and where it goes wrong. You ask why something isn't getting results, test different approaches, and pay attention to what actually changes outcomes.

• You're comfortable challenging a hiring manager when their criteria or process aren't serving them well, and you do it in a way that keeps the relationship intact.

• You think carefully about where to spend your time. The workload is real and the resources aren't unlimited, so you find ways to get results without throwing more effort at a problem than it needs. You know which roles and which moments in a process deserve the most attention, and you make choices accordingly.

• You understand that how a candidate is treated reflects on the company, and you don't cut corners on it when things get busy.

• You care about who Intric is and what it's building. The people you bring in need to be aligned with the mission, and that starts with you being aligned with it.

What we're looking for:

Some background in recruiting is useful, whether from an agency, an in-house team, or an early-stage company. The mindset matters more than the specific route.

Why join:

Intric is a company where the teams you help build will be a significant part of what it becomes. You'd have real ownership of how recruitment runs here. The learning curve is steep in the way early-stage tends to be: close to the people making decisions, a lot of ground to cover, and work that compounds quickly.

About Intric

Europe's public sector is facing its biggest challenge in generations. A shrinking workforce must deliver more services to more people, and the gap grows every year. Intric exists to close it. We bring modern AI to the organisations that keep society running, and in doing so, we're defining how public services will work for decades to come.

We value ownership, high standards, and thoughtful execution. Titles matter less than contribution. If you see something that can be improved, you take initiative. If something is unclear, you ask questions. If a customer faces a challenge, you lean in.

We combine ambition with collaboration. We move fast, but we care deeply about doing things right. As we continue scaling across Europe, every team member plays a meaningful role in shaping both the company and the culture.