Talent Acquisition Partner

Build the payment infrastructure powering global commerce.
Boku connects billions of consumers to the payment methods they prefer, one market at a time. Our platform connects the world’s leading digital businesses to the local payment methods their customers already use. Spotify, Meta, Microsoft, Netflix and Tencent already run on Boku’s payment infrastructure. We operate across 60+ countries, support 200+ local payment methods and reach 7.5 billion consumer accounts.
With headquarters in London and San Francisco and colleagues working across markets around the world, Boku is global by default. From London to Mumbai, São Paulo to Singapore, our teams collaborate across time zones, markets and cultures to build products for customers around the world.
Join us to solve complex, real-time payment challenges at global scale. We share knowledge freely, take ownership of complexity and look for people who question how things are done and find better ways to build.
Role Purpose
The Talent Acquisition Partner is responsible for delivering high-quality talent into Boku through end-to-end recruitment ownership and strong partnership with hiring managers and business leaders.
The role goes beyond vacancy delivery, acting as a trusted talent advisor who understands the business, challenges hiring requirements constructively and uses talent-market insight and recruitment data to support better hiring decisions.
Working across a broad range of roles and geographies in a fast-moving, international fintech environment, the Talent Acquisition Partner will build targeted sourcing strategies, engage exceptional talent, manage effective selection processes and deliver a strong candidate experience.
The role will also contribute to the continued development of a scalable, high-quality Talent Acquisition function, improving processes, tools and ways of working while making smart use of technology and AI.
Success in the role directly supports Boku's ability to attract and hire exceptional people in the right markets, supporting the company's continued growth across technology, payments and global commerce.
Key Responsibilities
Partner with the Business
Build trusted relationships with hiring managers and leaders across Boku, acting as a talent advisor rather than simply taking recruitment briefs.
Develop a strong understanding of the teams supported, their objectives and the capabilities required for success.
Lead effective intake and kick-off conversations, constructively challenging role requirements and candidate profiles where appropriate.
Advise hiring teams on talent availability, market conditions, compensation, location strategy and realistic hiring outcomes.
Keep stakeholders informed throughout the hiring process, setting clear expectations and driving timely decisions forward.
Operate in line with Boku’s values, particularly Customer Focused, Know the Impact, Operate as One and Unleash Ingenuity.
Own Hiring End-to-End
Own the full recruitment lifecycle from role briefing and sourcing strategy through to offer and close.
Develop targeted sourcing strategies rather than relying solely on inbound applications or agency support.
Proactively identify and engage high-quality passive talent through LinkedIn, direct sourcing, referrals, networks and other relevant channels.
Assess candidates effectively against technical and/or functional requirements.
Manage multiple searches and stakeholders simultaneously while maintaining quality, pace and a strong candidate experience.
Partner with People, Reward and hiring managers to navigate offers and successfully close candidates.
Take accountability for progressing searches and identifying and addressing barriers to successful hiring.
Build Talent Intelligence
Develop strong knowledge of the talent markets relevant to Boku and use this knowledge to inform hiring strategies.
Provide hiring managers with meaningful, evidence-based market intelligence rather than anecdotal feedback.
Build pipelines and talent communities for recurring and strategically important skill sets.
Use recruitment data to understand funnel performance, identify bottlenecks and recommend improvements.
Make smart use of technology and AI to improve sourcing, research, productivity and candidate experience while maintaining appropriate human judgement and oversight.
Improve the Talent Acquisition Function
Identify opportunities to improve recruitment processes, tools and ways of working.
Share knowledge and best practice across the Talent Acquisition function and wider global organisation.
Help build scalable approaches to sourcing, assessment and hiring.
Use data, market knowledge and candidate feedback to continuously improve hiring outcomes.
Leave the hiring process, tools and ways of working better than they were found.
Measures of Success
Trusted Business Partnership – Hiring managers and business leaders recognise the Talent Acquisition Partner as a trusted talent advisor and actively seek their advice on hiring strategy, market conditions and candidate availability.
High-Quality Hiring – Boku consistently attracts and hires high-quality talent aligned to the requirements and capabilities of the business.
Effective Recruitment Delivery – Searches begin with clear, realistic hiring strategies and are progressed with appropriate pace, quality and stakeholder engagement.
Candidate Experience – Candidates receive a strong, professional and consistent experience throughout the recruitment process, regardless of the outcome.
Data-Led Improvement – Recruitment data is used to identify funnel issues, bottlenecks and opportunities to improve hiring outcomes.
Direct Sourcing Capability – Agency dependency is thoughtful and targeted, with strong internal capability to identify and engage passive talent.
Continuous Improvement – Recruitment processes, tools and ways of working are continuously improved, with the role holder leaving the hiring process better than they found it.
Key Skills, Experience and Competencies
Talent Acquisition Expertise: Strong experience in an in-house Talent Acquisition or Recruitment environment, ideally within technology, fintech, payments or another fast-moving international business.
End-to-End Recruitment: Demonstrable experience owning recruitment processes from initial briefing through sourcing, assessment, offer and close.
Direct Sourcing: Strong capability in proactive sourcing and engaging passive candidates through LinkedIn, direct sourcing, referrals, networks and other channels.
Business Partnership: Proven ability to partner effectively with hiring managers and senior stakeholders, operating as a talent advisor rather than solely as a delivery recruiter.
Constructive Challenge: Confidence to challenge hiring briefs, candidate profiles and approaches constructively and recommend alternative strategies where market evidence supports doing so.
Candidate Assessment: Strong interviewing and candidate assessment skills, with the ability to assess candidates against technical and/or functional requirements.
Market Intelligence: Ability to understand and communicate talent-market conditions, availability, compensation and location considerations in a meaningful and evidence-based way.
Data & Analytics: A data-informed approach to recruitment, with an interest in understanding funnel performance and using data to improve hiring outcomes.
Stakeholder Management: Ability to manage multiple roles and stakeholders simultaneously while maintaining attention to detail, pace and quality.
Communication: Strong written and verbal communication skills, with the ability to influence and communicate effectively with stakeholders at different levels.
International Experience: Experience working across multiple countries or international talent markets would be highly valuable.
Technology & AI: Comfortable making smart use of recruitment technology and AI to improve sourcing, research, productivity and candidate experience while maintaining appropriate human oversight.
Functional Breadth: Experience recruiting across areas such as Technology, Product, Data, Commercial, Payments or corporate functions would be useful.
Continuous Improvement: A proactive mindset and desire to improve recruitment processes, tools and ways of working.
Qualifications
Essential: Relevant professional experience in Talent Acquisition / Recruitment, with demonstrable end-to-end recruitment ownership.
Essential: Demonstrable experience of direct sourcing and passive candidate engagement.
Essential: Experience partnering with hiring managers and senior stakeholders.
Desirable: Experience within technology, fintech, payments or another international, fast-moving environment.
Desirable: Experience recruiting across multiple countries or international talent markets.
Desirable: Experience recruiting across Technology, Product, Data, Commercial, Payments or corporate functions.
Professional qualification: No specific degree or professional qualification is identified as a requirement in the source JD.