Company
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team.blue is an ecosystem of 60+ successful brands working together across 22 European countries to provide its 3.5 million SMB customers with everything they need to succeed online by offering best-in-class expertise and services.

team.blue's brands are a mix of traditional hosting businesses that offer services from domain names, email, shared hosting, e-commerce, and server hosting solutions and, as specialist SaaS providers, adjacent products such as compliance, marketing tools, and team collaboration products. This broad product offering makes it a one-stop partner for online businesses and entrepreneurs across Europe.

Position
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The Head of Talent Acquisition is a hands-on leadership role that combines direct accountability for a team of 8-10 Talent Acquisition Business Partners with an active personal contribution to recruiting delivery.

The role sits within the HR Centre of Excellence and serves all divisions across team.blue. The TA function is established, fully operational, and already working as a true shared service: the priority is not to build, but to lead with consistency, develop the team, and ensure the function continues to deliver well across a diverse and growing set of stakeholders.

A key part of the role is enabling the team to work effectively across different divisions, each with their own hiring needs, pace, and culture. This requires flexibility, strong stakeholder awareness, and the ability to translate varying business contexts into clear direction for the team. The role works closely with Divisional HR Directors, local HR teams, and senior hiring managers across the organisation.

Key Responsibilities
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1. Team Leadership & Development

• Lead, coach, and develop a team of 8-10 TABPs across multiple countries and time zones.
• Set clear priorities, workload distribution, and performance expectations.
• Run regular 1:1s, team meetings, and performance conversations.
• Enable the team to work effectively across different divisions, understanding the varying needs and contexts of each stakeholder group.
• Identify development needs and create growth opportunities within the team.
• Foster a collaborative, high-trust team culture that balances accountability with support.

2. Operational TA Delivery

• Own a personal requisition load alongside team leadership responsibilities.
• Ensure the team manages the full recruiting lifecycle: intakes, candidate management, sourcing, assessment, offer, and onboarding handover.
• Hold quality standards across all stages, including job intakes, candidate shortlists, and structured interviews.
• Act as an escalation point for complex or sensitive hiring situations.
• Ensure SLA adherence and proactively address bottlenecks in the pipeline.

3. Stakeholder Management & Divisional Flexibility

• Build strong, trusted relationships with hiring managers and senior stakeholders across different divisions.
• Understand the distinct hiring needs, business context, and culture of each division, and translate that into clear direction for the team.
• Act as the main point of contact for divisional stakeholders, ensuring they feel well served by a central TA function.
• Drive hiring manager enablement: set expectations, share market data, and support good decision-making throughout the process.
• Represent TA credibly in senior stakeholder conversations.

4. CoE Standards & Group-Wide TA Practice

• Ensure consistent application of TA methodology and standards across all divisions.
• Contribute to the ongoing development of group-wide TA frameworks and best practices within the CoE.
• Share knowledge, tooling, and process improvements across the CoE.
• Support the broader HR CoE in connecting TA to workforce planning and people strategy.

5. Process & Tooling

• Own and continuously improve TA processes, workflows, and ways of working.
• Administer and optimise the ATS (TeamTailor), including workflows, templates, and reporting.
• Ensure accurate and timely data capture across the team for reporting and analytics.
• Identify and implement efficiency improvements across the recruiting funnel.

6. Reporting & Insights

• Track and report on key TA metrics.
• Provide regular updates to HR leadership and relevant business stakeholders.
• Use data to drive team priorities and identify areas for improvement.

Core Outcomes