Talent Acquisition Specialist
We’re looking for a Talent Acquisition specialist to join our team and run end-to-end hiring for technical, product and management roles. You’ll join a Talent team of two and take on your own searches — from sourcing and screening to offer stage.
What you’ll work on
We mostly hire Full-Stack and Backend Developers, QA, DevOps, Project and Product Managers, Designers, as well as more niche profiles like Security. Umber builds products full-cycle, so we also have a lot of freedom in how we build the teams behind them, from defining the profile to making the final hiring decision.
What you’ll be doing
You’ll run the full recruitment cycle:
- work with inbound and active sourcing, run screening interviews, and assess experience, motivation and role-specific competencies;
- write internal feedback, coordinate test assignments and further interview stages, and keep candidates updated throughout the process;
- handle rejections, pre-offers, offers and reference checks, while keeping the ATS and pipelines up to date;
- try new sourcing approaches, tools and process improvements when you see something that could work better;
- take care of candidate experience throughout the process from the first message to the final update;
- use AI tools thoughtfully in your everyday work: for research, analysis, drafting, routine tasks and testing new ways to work more efficiently.
What matters to us
We’re not a mass-hiring setup. We care much more about the quality of the funnel — how many relevant candidates make it to technical and final stages — than about the number of applications processed or profiles sent forward. That’s also why the things below matter to us.
Ownership — you don’t need a reminder for every next step and notice when a search starts getting stuck.
Context — you want to understand what the team actually needs and why, rather than work from a list of keywords.
Thoroughness — we spend a lot of time understanding a role before taking it to market. We expect the same attention to detail from the recruiter: enough context to assess profiles thoughtfully, explain the opportunity properly and answer candidate questions from the start.
Communication — you’re comfortable asking questions, following up, disagreeing when needed and keeping communication with candidates straightforward and human.
Adaptability — new projects and hiring needs come up regularly, so being able to get into a new context quickly is important.
What we’re looking for
- 3+ years in tech recruitment / Talent Acquisition, including in-house full-cycle hiring experience;
- strong sourcing skills, including passive candidates and Middle+ / Senior technical profiles;
- solid experience screening technical candidates — digging into their actual scope, motivation and competencies rather than simply walking through the CV;
- Upper-Intermediate+ English — enough to comfortably have part of a screening in English and get a basic sense of the candidate’s spoken level;
- regular use of AI tools in your work.
What you’ll find here
- An existing Talent team and hiring process — you won’t be building the whole function from scratch.
- A mix of familiar technical roles and new searches that come with new projects and directions.
- Enough ownership to run your searches end-to-end, with support when a new role needs extra context or calibration.
- Room to test sourcing approaches, improve the process and bring your own ideas.
- A small team with direct communication and fast decisions.
- Fully remote work.
Hiring process
HR screening → Test assignment → Final interview with CEO and CTO → Reference check.
Terms
Full-time · Contract-based cooperation · 3-month probation period · 24 paid days off + New Year and Christmas holidays · Fully remote · No time trackers · Annual performance review