Staff Recruiter (R5549)

About the role

This position operates as a strategic advisor and market expert guiding talent strategy for Shield AI expansion in EMEA. Business objectives and growth plans shape the responsibilities of this full-time international office entity position.

People teams handle hiring, development, and employee experience. Recruiters find and screen candidates. HR partners advise managers on policy and performance. People operations run payroll, benefits, and compliance. The work requires discretion, fairness, and clear communication. People teams support employees through every stage, from hiring to exit. Most companies run structured processes for reviews, compensation, and policy changes.

Key facts

What you'll do

Market entry strategy translates business growth plans into regional talent acquisition roadmaps.

Senior and executive stakeholders clarify business objectives, capability gaps, and hiring priorities through close partnership.

Regional talent strategies are built using data to forecast needs and prioritize critical roles across EMEA markets.

Hiring execution manages the full cycle for senior, critical, and hard-to-hire roles across engineering and commercial functions.

Local sourcing approaches are shaped to align with a consistent global hiring standard and business feasibility.

Talent availability, cost, timing, and risk are advised to leaders to assess market feasibility for new initiatives.

Employer brand positioning is developed with branding, communications, and leadership to localize value propositions for EMEA countries.

Ambassador activities activate employer branding through events, content, communities, referrals, and social channels.

Candidate experience is designed to be inclusive, consistent, and authentic at every touchpoint to reinforce company values.

Regional hiring outcomes are tracked using data to optimize performance and guide continuous improvement.

Leadership visibility is maintained through regular communication with the EMEA leadership community on talent trends.

Requirements

Proven experience as a strategic talent acquisition partner with full cycle hiring in defense or Public Sector SaaS environments.

Demonstrated success supporting new market entries and scaling teams rapidly in complex regions.

Strong credibility as a trusted talent advisor and business partner with senior leaders and executives.

Deep understanding of EMEA talent dynamics, sourcing strategies, and competitive intelligence.

Highly consultative mindset with commercial awareness and comfort operating with ambiguity.

Ability to balance strategic thinking with hands-on execution in a fast-paced international environment.

Practical notes

This role is based in Munich under an international office entity arrangement.

for specific eligibility and process information.

Typical interview steps

People team interviews usually include a case scenario, a policy question, and behavioral rounds. Candidates may be asked to design an interview process or handle a sensitive employee situation. Confidentiality and judgment are tested throughout. Structured answers with empathy land best. Interviewers often test how you handle sensitive information and disagreement. Framing answers around policy, fairness, and company values works well.

Good to know

Roles of this type often operate at the intersection of business strategy and talent deployment.

Success depends on fluency in multiple technical and commercial evaluation methods.

Tools commonly support sourcing, pipeline management, and performance analysis.

Consistency in candidate experience is a standard indicator of mature hiring programs.

General market data and benchmarks help guide decisions for competitive positioning.

Questions to ask

Worth asking in any interview: how the team measures success, who the role works with daily, what the onboarding looks like, and what the company is trying to achieve this year. Asking what past hires did well is a strong final question. Keep the list short and pick the questions that matter most to you.

Career growth

People careers grow from coordinator to generalist, manager, and director levels. Recruiters can move into talent leadership. HR partners can move into people operations leadership. Business acumen becomes more important at each level. People careers reward breadth across recruitment, development, and operations. Experience with tools such as HRIS and ATS systems helps at every level.