The Role
You’ll run full-cycle recruitment for complex IT positions across European markets, working directly with client stakeholders to shape hiring strategies. The hard part: balancing competing priorities across multiple clients, each with their own urgency, technical depth, and hiring bar. This isn’t assembly-line recruiting — you’ll need to understand engineering domains deeply enough to be a credible partner to CTOs and VPs of Engineering.
About the Company
Newxel builds dedicated R&D teams for tech companies worldwide, with 260+ specialists across Europe. The model is long-term strategic partnerships, not body-shopping. Teams are built to last, which means hiring quality matters more than speed, and every bad hire is a partnership risk, not just a backfill.
What You’ll Be Doing
Own end-to-end hiring for senior and niche engineering roles across multiple client accounts simultaneously
Partner with client stakeholders to define role profiles, calibrate expectations, and push back when requirements are unrealistic
Prepare market intelligence — salary benchmarks, candidate availability maps, competitor hiring activity — and use it to shape client conversations
Work closely with the Talent Sourcing Team to prioritize pipelines and adjust sourcing strategies when market signals change
Coordinate with the TA Lead and Customer Success on cross-account prioritization and resource allocation
Continuously refine assessment methods — screening frameworks, technical evaluation criteria, interview structures — based on actual hiring outcomes
Own the candidate experience from first touch to offer acceptance, ensuring consistency and professionalism at every stage
What We Expect
Must-have
4+ years of full-cycle IT recruiting in outstaffing or product companies — not staffing agencies, not generalist HR
Deep understanding of software engineering roles, tech stacks, and how R&D teams are structured — enough to have a real conversation with a hiring manager about architectural decisions
Advanced English (spoken and written) and professional Polish — both are daily working languages
Market knowledge across Poland, Portugal, Romania, and adjacent talent markets
Ability to shift between strategic advisory (shaping a client’s hiring approach) and tactical execution (screening 15 candidates in a day)
Experience navigating competing priorities in an international environment
Nice to have
Familiarity with data-driven recruitment practices and AI-assisted sourcing tools
Existing network in Polish or broader CEE tech communities
Why This Role Is Worth Your Time
Full remote from Poland with real autonomy — no micromanagement, no tracking software, no performative Slack presence
A team that treats recruiting as a strategic function, not a service desk
Direct access to AI-powered sourcing and analytics tools that most TA teams only read about
Competitive comp with insurance, 20 days PTO, paid sick leave, and national holidays
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