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Senior Talent Acquisition Partner

May 1, 2026

Building an AI‑first organisation is central to Clinisys’ purpose and the impact we deliver. As a global provider of intelligent diagnostic informatics solutions, we build AI‑enabled, cloud‑based platforms to enhance diagnostic workflows across healthcare, life sciences, and public health. By applying intelligent technology thoughtfully and responsibly, we help laboratories and testing environments operate more effectively, generate meaningful insights at scale, and ultimately support healthier and safer communities. Operating across more than 30 countries, Clinisys expects all colleagues—regardless of role or function—to work confidently with AI‑enabled tools, apply digital and analytical thinking, and continuously adapt as technologies evolve, must drive an AI first sense of purpose and urgency. Clinisys has built an unrivalled reputation for deploying complex diagnostic networks and academic centres – and is the only provider to repetitively deliver to all disciplines end-to-end – at scale. Fostering healthier communities. Role Purpose We are seeking an experienced Recruiter to lead end to end recruitment across multiple EU countries, partnering closely with hiring managers and HR colleagues to deliver high quality, timely hires in complex, multi market environments. This role also plays a key part in mentoring and developing junior Talent Acquisition Partners and interns, and in helping the business responsibly adopt AI within Talent Acquisition, including navigating obligations under the EU AI Act and identifying opportunities where AI can improve efficiency, insight, and candidate experience. Key Responsibilities Own the full recruitment lifecycle across assigned EU countries, from intake and sourcing through offer and onboarding, ensuring a consistently high candidate and hiring manager experience. Partner with hiring managers to shape role requirements, define success profiles, and agree sourcing and assessment strategies appropriate to local labour markets. Proactively source candidates using a mix of direct sourcing, networking, referrals, and targeted use of agencies where appropriate. Manage recruitment across multiple languages, countries, and employment frameworks, ensuring compliance with local hiring practices and regulations. Team oriented approach with the ability to support global recruiting colleagues during peak workload periods. Stakeholder & Market Partnership Act as a trusted Talent Acquisition partner to EU leaders and hiring managers, providing insight on talent availability, salary trends, time to hire expectations, and evolving market conditions. Collaborate closely with HR Business Partners to align hiring with workforce plans, headcount approvals, and broader people priorities. Support employer branding and talent pipeline initiatives across the EU, including pipelines for hard to hire and critical roles. AI Mindset & EU AI Act Enablement Bring a strong AI aware mindset to Talent Acquisition, staying informed on emerging AI tools and practices relevant to sourcing, screening, scheduling, candidate engagement, and TA analytics. Support the business in navigating the EU AI Act as it applies to recruitment and employment related decision making, ensuring Talent Acquisition practices remain compliant, ethical, transparent, and non discriminatory. Partner with HR, Legal, and other stakeholders to assess AI enabled TA tools and processes for risk, compliance, and value. Ensure appropriate human oversight in hiring decisions. Contribute to documentation, controls, and governance where required. Identify and propose practical opportunities to use AI in TA to improve efficiency, quality of hire, candidate experience, and recruiter effectiveness, without compromising fairness or compliance. Data, Systems & Continuous Improvement Maintain accurate and timely data in the Applicant Tracking System, ensuring compliance, auditability, and high data quality. Track and review recruitment activity, pipeline health, and key metrics such as time to hire and ageing roles. Continuously look for ways to improve TA processes, tools, and ways of working, including thoughtful adoption of AI enabled solutions. Skills & Experience Essential Minimum 5 years’ experience as an in house recruiter or talent acquisition partner, with proven delivery across multiple countries or regions within the EU. Strong knowledge of end to end recruitment processes, including direct sourcing, interviewing, offer management, and stakeholder partnership. Experience mentoring, coaching, or supporting less experienced recruiters or interns. Fluent English plus professional working proficiency in both French and German. Demonstrated interest in, or experience with, AI in Talent Acquisition, including awareness of ethical, legal, and bias considerations. Strong stakeholder management skills, with the ability to influence and advise at manager and senior manager level. Up to 25% travel may be required Desirable Experience working with AI enabled recruitment tools or analytics platforms. Familiarity with the implications of the EU AI Act or regulated use of technology in HR or recruitment contexts. Experience contributing to TA transformation, scaling, or maturity journeys across regions What We Offer A high impact role with real ownership of EU hiring outcomes. The opportunity to shape responsible AI adoption within Talent Acquisition. A meaningful mentoring remit, helping to build future TA capability. Exposure to diverse European labour markets and senior stakeholders. This role requires a working knowledge of Artificial Intelligence (AI) technologies and the ability to leverage them to improve processes and outcomes. A core understanding of AI concepts is required and must be able to demonstrate the use of AI tools in a professional setting. Onboarding As part of our onboarding process, all new employees will be required to attend / travel to the office on their first day of employment. This requirement is essential for onboarding activities, including the identity verification, completion of necessary documentation, receiving your IT equipment, introductions to key team members, and orientation to Clinisys policies and procedures. #J-18808-Ljbffr Salary: GBP 60000 - 80000 per year Experience: 5 years required

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...