Senior Tech Recruiter

Talent Acquisition is playing a critical role in fuelling Mews’ ambitions by attracting and building the teams we need to succeed.

As we scale towards our next stage, our focus is shifting decisively from hiring more to hiring better — with stronger signal, clearer roles, and outcomes that show up in performance, mobility, and team effectiveness.

We are building a TA function that operates as a strategic partner to the business, not a reactive service. That means tighter role definition, higher interview rigour, better prioritisation, and clearer accountability for quality at every stage of the hiring lifecycle. Our work over the past year has centred on hiring high performers, strengthening interview rigour, and building meaningful internal mobility. Internal placements more than doubled year on year, and our strongest performance data continues to sit with recent hires — reinforcing the importance of clear roles, strong assessment, and thoughtful decision-making.

We care about:

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  Hiring high performers who raise the standard of the teams they join

  
  


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  Interview quality and signal, ensuring decisions are fair, consistent, and evidence-based

  
  


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  Clear ownership, with recruiters accountable for outcomes within their area of the business

  
  


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  Internal mobility and career progression, building capability from within wherever possible

  
  


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  Strong team standards, where we challenge each other, share accountability, and coach deliberately

  
  

Ideally you are Senior Recruiter, comfortable leading hiring efforts across Engineering and Product teams. You are comfortable working in high growth environments, where our function is developing new ways of working, whilst also delivering. 

✅ Your mission, should you choose to accept it:

Owning a defined area of the business

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  Take end-to-end ownership of hiring for a Tech and Product, alongside another team member. 

  
  


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  Operate with autonomy as the primary TA partner to your stakeholders

  
  


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  Prioritise roles effectively based on business need and hiring signal (not workforce planning or headcount modelling)

  
  

Contributing to team leadership and rhythm

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  Take accountability for meaningful participation in team meetings and forums

  
  


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  Drive preparation, follow-through, and outcomes from team rituals

  
  


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  Act as a role model for strong execution and professional standards within the team.

  
  

Coaching and enabling others

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  Coach and support more junior recruiters through live roles and structured feedback

  
  


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  Share best practices in sourcing, assessment, and stakeholder management

  
  


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  Help raise overall team capability without formal line-management responsibility

  
  

Raising interview and assessment quality

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  Be jointly responsible for ensuring interviews are fit for purpose

  
  


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  Challenge low-signal interviews, inconsistent scoring, or weak decision-making

  
  


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  Support hiring managers and interviewers to improve role clarity and assessment quality

  
  

Surfacing risks and improving how we hire

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  Proactively raise risks, bottlenecks, or process issues that impact hiring outcomes

  
  


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  Contribute to improvements in TA processes, tools, and ways of working

  
  


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  Be constructive and solutions-oriented when highlighting what is not working

  
  

🤝 You’ll be a great fit if you bring a few of the below with you:

• Ideally experience as a senior individual-contributor recruiter in a scaling or fast-paced tech environment


• Demonstrated ability to partner with C-Level and own delivery across a department. 


• Experience coaching or enabling other recruiters and leading team meetings. 


• Able to partner with stakeholders to improve recruiting systems, interviewer capability and delivery


• You are a curious, data-driven problem solver who will happily share feedback and ideas with others.  


• Fluent in English (and ideally one other European language)