Global Talent Acquisition Partner, Product (all genders)

<p><strong>About us </strong></p><p><strong>Distribusion</strong> is the world’s leading ground transportation marketplace and gives travellers seamless access to ground transportation online, from search to ticket purchase. We have built a cutting-edge B2B technology platform that connects bus, rail, and ferry operators in 70+ countries with the biggest online retailers, including Google Maps and <a rel="noopener" target="_blank" href="http://Booking.com">Booking.com</a>.</p><p>We are shaping the future of travel and building the largest global network of transport providers and retailers. We are one of the fastest-growing startups in travel, backed by leading venture capital investors including TQ Ventures, Lightrock, Creandum, and Northzone, and are headquartered in Berlin, Germany. Following our recent $80m Series C funding, we are ready to push beyond.</p><p style="min-height: 1.7em;"></p><p><strong>The opportunity</strong></p><p>We are seeking a<strong> Talent Acquisition Partner</strong>: an individual who is passionate about enabling a product-led organisation by engaging and hiring talented members across all different Business areas. </p><p style="min-height: 1.7em;"></p><p><strong>What you will do:</strong></p><ul><li><p>Own hiring end-to-end, from intake through offer, across Product, Tech, and Business, with <strong>Product</strong> as your primary area of depth.</p></li><li><p>Work as a peer to hiring managers and <strong>Product leadership:</strong> run intakes that sharpen unclear requirements, push back when a profile isn't hireable, calibrate on candidates, and hold the process to a standard when timelines get tight.</p></li><li><p>Develop sourcing strategies for talent that rarely applies passive outreach, Boolean, referrals, networking, and <strong>competitive intelligence across travel tech, marketplaces, and B2B SaaS.</strong></p></li><li><p><strong>Maintain pipelines for critical and recurring roles,</strong> so we're not starting from zero each time a req opens.</p></li><li><p>Coach hiring managers on interviewing and keep our assessment consistent as teams grow.</p></li><li><p>Use hiring data, funnel conversion, time-to-hire, and source effectiveness to change how we hire, not just to report on it.</p></li><li><p>Keep the ATS accurate and support employer branding in the communities we hire from.</p></li></ul> <br> <p><strong>Who you are:</strong></p><ul><li><p>5+ years in talent acquisition, in-house, with demonstrable full-cycle ownership: you've sourced, assessed, negotiated, and closed senior hires yourself.</p></li><li><p>Strong Product hiring track record. You can hold a credible conversation about discovery, roadmaps, and metrics, and judge whether a candidate's story about impact holds up.</p></li><li><p>Breadth across Tech and Business hiring alongside that depth.</p></li><li><p>Strong stakeholder management with senior hiring managers. You can redirect a stalled search, challenge a hiring manager, and deliver difficult market news without damaging the relationship.</p></li><li><p>A proven pipeline of both active and passive candidates, with rapport built throughout and offers closed at the end.</p></li><li><p>Data fluency: you can build a funnel view and use it to make an argument.</p></li><li><p>You have a curious mindset, always testing and adapting your search ap