Talent Acquisition Partner (Hostinger, UAB)
Darbdavys: Hostinger, UAB
Miestas: Vilnius
Paskelbta: 2026-10-23
💶 Nuo 3700 €/mėn. Prieš mokesčius · visa darbo diena · nuotolinis darbas: hibridinis · paskelbta 2026-10-12
Kandidatuoti šaltinyje (cv.lt) →
Job description:
Join the team building an AI-first company.Hostinger serves more than 5.5 million clients across 150 countries, but we're still excited about what we're creating next.AI is changing how we build products, support customers, work together, and solve problems. It helps us move faster, spend less time on repetitive work, and focus on bigger ideas.If you want your work to influence both what we build and how we build it, we'd like to meet you.Our culture: Guided by 10 company principles.Your role at HostingerAt Hostinger, we don't hire to fill seats - we hire people who add lasting value to the business. As a Talent Acquisition Partner, you'll own hiring outcomes end to end: shaping talent pools ahead of need, and partnering closely with Hiring Managers and Bar Raisers as a trusted advisor, not just a source of candidates. This is a role for someone who sees hiring as connected to the broader business - someone who can spot gaps across teams, offer honest input when it's needed, and help managers get better at hiring over time. If you want real ownership over how a growing international company builds its teams, we want you on our team!Your day-to-day
Own the full recruitment cycle end to end - from intake to offer - balancing speed and quality so Hostinger hires fast without lowering the bar.
Proactively shape talent pools ahead of need, using headhunting, networking, and market mapping rather than starting from zero when a role opens.
Connect the dots across teams - surfacing hiring patterns, structural gaps, or future talent needs that aren't yet on anyone's radar, not just closing the role in front of you.
Act as a trusted advisor to Hiring Managers and Bar Raisers - challenge assumptions, guide their decisions, and help them get hiring right, not just fill their pipeline.
Own the quality of hiring outcomes beyond the offer stage: develop Hiring Managers' interviewing and evaluation skills so hiring quality compounds over time, not just per req.
Continuously diagnose and improve the recruitment process itself - fixing root causes (calibration, unclear scope, weak sourcing) rather than throwing more candidates at a broken funnel.
Build long-term relationships that ensure a consistently high-quality candidate experience.
Bring new ideas and formats that set Hostinger apart in a competitive market.
Contribute to Culture, Employer Branding, and Leadership & Development initiatives beyond your own reqs.
Keep learning and developing - both technically and as an advisor to the business.
Requirements:
Proven track record owning full-cycle recruitment for both tech and non-tech roles, with the ability to move fast without compromising quality.
Experience building talent pools proactively - not just reactive sourcing against open reqs.
Comfortable pushing back on Hiring Managers when their ask conflicts with hiring quality or market reality, and skilled at coaching them to be better interviewers and decision-makers.
Sees the big picture:…
Join the team building an AI-first company.Hostinger serves more than 5.5 million clients across 150 countries, but we're still excited about what we're creating next.AI is changing how we build products, support customers, work together, and solve problems. It helps us move faster, spend less time on repetitive work, and focus on bigger ideas.If you want your work to influence both what we build and how we build it, we'd like to meet you.Our culture: Guided by 10 company principles.Your role at HostingerAt Hostinger, we don't hire to fill seats - we hire people who add lasting value to the business. As a Talent Acquisition Partner, you'll own hiring outcomes end to end: shaping talent pools ahead of need, and partnering closely with Hiring Managers and Bar Raisers as a trusted advisor, not just a source of candidates. This is a role for someone who sees hiring as connected to the broader business - someone who can spot gaps across teams, offer honest input when it's needed, and help managers get better at hiring over time. If you want real ownership over how a growing international company builds its teams, we want you on our team!Your day-to-day
Own the full recruitment cycle end to end - from intake to offer - balancing speed and quality so Hostinger hires fast without lowering the bar.
Proactively shape talent pools ahead of need, using headhunting, networking, and market mapping rather than starting from zero when a role opens.
Connect the dots across teams - surfacing hiring patterns, structural gaps, or future talent needs that aren't yet on anyone's radar, not just closing the role in front of you.
Act as a trusted advisor to Hiring Managers and Bar Raisers - challenge assumptions, guide their decisions, and help them get hiring right, not just fill their pipeline.
Own the quality of hiring outcomes beyond the offer stage: develop Hiring Managers' interviewing and evaluation skills so hiring quality compounds over time, not just per req.
Continuously diagnose and improve the recruitment process itself - fixing root causes (calibration, unclear scope, weak sourcing) rather than throwing more candidates at a broken funnel.
Build long-term relationships that ensure a consistently high-quality candidate experience.
Bring new ideas and formats that set Hostinger apart in a competitive market.
Contribute to Culture, Employer Branding, and Leadership & Development initiatives beyond your own reqs.
Keep learning and developing - both technically and as an advisor to the business.
Requirements:
Proven track record owning full-cycle recruitment for both tech and non-tech roles, with the ability to move fast without compromising quality.
Experience building talent pools proactively - not just reactive sourcing against open reqs.
Comfortable pushing back on Hiring Managers when their ask conflicts with hiring quality or market reality, and skilled at coaching them to be better interviewers and decision-makers.
Sees the big picture:…