In-House Recruiter / Talent Search Consultant (6 MONTH FTC)

We are looking for an In-House Recruiter / Talent Search Consultant for a 6-month Fixed-Term Contract (FTC). In this role, you will proactively search for talent, build pipeline maps, and lead recruitment across diverse technical and commercial functions.

Key Responsibilities

Market Mapping & Proactive Sourcing

• Build and continuously maintain candidate market maps across Engineering, Product, Machine Learning, Operations, Commercial, Customer Success, and Sales/Business Development.
• Proactively source high-quality talent using a range of methods and channels, including direct outreach, LinkedIn, referrals, and niche communities, rather than relying on inbound applications.
• Maintain and nurture a live candidate network ahead of need, so searches move quickly once a role is greenlit.
• Apply this same proactive search approach across all levels, from senior leadership hires to core technical and operational roles.

Full-Cycle Recruitment

• Manage full-cycle recruitment for roles across the business, across levels and locations.
• Screen, interview, and assess candidates for both technical/functional fit and cultural fit.
• Coordinate interviews, manage feedback loops, and drive offer negotiations through to close.

Stakeholder Partnership

• Partner with hiring managers across functions to understand requirements in depth and provide genuine market insight, not just take a job spec at face value.
• Advise leadership on realistic seniority, compensation, and location trade-offs for each role, based on current market intelligence.
• Maintain clear, proactive communication with stakeholders and candidates throughout the process.

Compliance & Recruitment Operations

• Ensure compliance with country-specific employment legislation and hiring practices as Amini expands into new markets.
• Manage recruitment operations end to end, including candidate tracking, onboarding, compliance checks, and ATS management.
• Apply sound judgement on contractor and contingent hiring arrangements, including relevant local frameworks (e.g., IR35-style regimes), where applicable.

Continuous Improvement & Employer Brand

• Continuously improve sourcing and recruiting strategies, and promote best practice, including diverse and inclusive hiring.
• Help build employer brand and sourcing channels as Amini expands into new regions.
• Represent Amini's mission and scaling story compellingly to passive candidates, including diaspora talent considering a return to the region.

Requirements

Essential:

• 4-5+ years of recruiting experience, in-house strongly preferred, with a track record as a proactive search specialist rather than a process administrator.
• Experience recruiting across a broad range of functions: engineering, product, data/ML, operations, commercial, customer success, and sales.
• Strong, demonstrable candidate sourcing and pipeline-building skills, including confident use of recruiting and sourcing tools.
• Excellent stakeholder management and communication skills, both written and verbal.
• Comfortable managing multiple concurrent searches in a fast-paced, resource-constrained environment.
• Back-office fluency: candidate tracking, onboarding, compliance checks, and ATS management.
• Working knowledge of employment law and compliance considerations across multiple jurisdictions, including contractor/contingent worker classification.
• Proven experience of global hiring: sourcing and closing candidates across multiple countries and time zones, not just a single domestic market.
• Experience recruiting across multiple international geographies for a remote-first or distributed organisation, ideally including the Caribbean, Europe, Africa, and North and South America.
• BA/BSc/HND qualification.

Highly Desirable:

• Experience recruiting in Caribbean or African markets.
• Familiarity with technology domains relevant to Amini, such as sovereign cloud, infrastructure, connectivity, or AI/ML.
• Experience with contractor compliance regimes (e.g., IR35) where hiring includes contract or contingent talent.
• Experience recruiting for early-stage or scale-up companies going through rapid, multi-country expansion.
• Experience structuring flexible arrangements (e.g., advisory-to-full-time, fractional-to-permanent) for senior hires.