Technical Talent Partner Jobs (NOW HIRING)

The Opportunity

At Lansweeper, growth depends on the people we hire. As Talent Partner, you'll own and scale hiring across teams globally, turning recruitment from reactive to strategic, forward-looking workforce planning.

Whether your background is in commercial or technical recruiting, that expertise will be your focus area, and you'll have room to broaden your mandate beyond it.

You'll partner closely with HR Business Partners and leadership across different departments to anticipate growth, hire A-players, and build a repeatable hiring engine that supports our journey from €100M to our next stage of scale.

The main challenges you'll face are:

• Quality and speed at scale. You’ll navigate diverse talent pools and time zones across markets, and build offers that land using accurate data.

• Staying ahead of demand. You’ll build evergreen pipelines before the business asks for them.

• Showing up as a trusted advisor. You’ll earn a seat at the table to challenge assumptions and bring real market intelligence into hiring decisions.

What You’ll Do

• Proactive Workforce Planning. Partner with HR Business Partners and functional leadership to anticipate hiring needs and build talent pipelines ahead of demand.

• End-to-End Recruitment Ownership. Own the full recruitment cycle from intake to offer for GTM roles (Sales, Marketing, Customer Success), Engineering roles (Software Engineers, Product, Engineering Leadership), G&A roles (Finance, Legal, HR, IT), and leadership positions across all three.

• Pipeline Building at Scale. Build and maintain evergreen talent pipelines for critical roles or high demand roles.

• Outbound Sourcing Excellence. Proactively identify, engage, and convert high-performing passive candidates across commercial, technical, and operational profiles. Build long-term candidate relationships that fuel future hiring.

• Global Hiring Expertise. Recruit across multiple locations with strong insight into local markets, talent availability, and compensation across regions and functions.

• A-Player Hiring. Define what "great" looks like per role and consistently uphold a high hiring bar across every search, whether commercial, technical, or operational.

• Hiring Partner to the Business. Challenge assumptions and bring market intelligence into leadership discussions on talent strategy.

• Process and Metrics. Use data to continuously improve time-to-hire, quality-of-hire, and candidate experience while scaling fast in a SaaS environment.

What we are looking for

Experience & Background

• Proven hiring experience for GTM roles (Sales, Marketing, Customer Success) or Engineering roles (Software Engineers, Product) in a SaaS environment, ideally in a scaled company or enterprise environment. You don't need experience in both. In this role, you'll recruit across different teams, building on the strength of your background rather than staying confined to it.

• Deep knowledge of outbound sourcing techniques and the ability to build and convert passive candidate pipelines at scale, across functions.

• Fluency with ATS and CRM tools to manage pipelines, track metrics, and maintain candidate data integrity.

• Solid grasp of global hiring practices, including local market dynamics, talent availability, and compensation benchmarking across multiple regions and functions.

• Data-driven approach to recruitment metrics: time-to-hire, quality-of-hire, and candidate experience.

• Fluent in English.

• Based in Belgium, with the ability to work hybrid from our Ghent office (3 days per week in office required).

Skills & Talents

• Business-first mindset. You think in outcomes and impact, not requisitions.

• Proactive and resilient. You anticipate hiring needs ahead of demand rather than reacting to them.

• Consultative presence. You’re comfortable challenging assumptions and advising leadership on org design.

• Relationship builder. You engage passive candidates and nurture long-term talent relationships.

• High ownership. You take full accountability for the recruitment cycle end-to-end, from intake to offer.

• Versatile communicator. You can speak credibly with sales leaders, engineering managers, and finance leads alike.

AI-Specific Skills

Lansweeper is an AI-native company. In this role, AI fluency is about scaling your output, not working harder. You're expected to use AI tools to increase sourcing volume, build richer candidate pipelines, and maintain momentum across multiple concurrent searches, whether commercial, technical, or operational. Whether that means AI-assisted outreach, automated pipeline tracking, or intelligent sourcing workflows, you're expected to actively experiment with and embed AI into your day-to-day recruiting practice. Being AI-curious is a baseline. Continuously finding new ways to use AI to improve hiring speed and quality is the expectation.

About Lansweeper

Company Info

Lansweeper is the AI Cyber Asset Intelligence platform helping IT and Security teams gain full visibility, reduce cyber risk, and scale automation with confidence.

In today’s complex IT, OT, cloud, and IoT environments, fragmented asset data slows decisions and increases risk. We transform raw asset data into a continuously validated, trusted source of truth — so teams can move faster and act with certainty.

With Lansweeper, organizations can: See – Truly complete visibility across hybrid environmentsKnow – Enriched asset intelligence with lifecycle and risk contextAct – Automate workflows, coordinate remediation, and enforce policy at scale

From universal asset discovery to AI-powered intelligence, we provide the shared foundation modern IT Operations, Cybersecurity, and Digital Transformation teams rely on.

Our culture - we’re built on four core values:

One Team – United across boundaries

We Care – Customers and people at the center

We Grow – Learning, sharing, improving

We Deliver – Focusing on what truly matters

Pay Transparency

At Lansweeper, every role is assigned to a level defined by three things: the expertise it requires, the complexity it involves, and the scope of impact it carries.

Each level maps to a salary band based on salary benchmarks from the Software/SaaS industry of your country, so your pay reflects what the market pays for comparable roles.

The gross salary range for this role depends on the country where the candidate will be hired — discuss salary expectations with the recruiter.

Where you land within that range depends on the expertise you bring, the complexity you have navigated, the scope of impact you have owned, and your track record of delivering results in comparable roles — the same criteria applied consistently to every candidate.

We welcome applicants of all backgrounds, regardless of gender, religion, ethnic origin, age, sexual orientation, or disability.

How AI is used during Hiring Process

We use AI to support, not replace, our hiring process. HR decisions are made by our talent acquisition team. You can request more info at any time via hr@lansweeper.com.

Our Commitment to Diversity

We believe the best teams are built from a genuine mix of backgrounds, perspectives, and experiences. At Lansweeper, we welcome people of every race, gender, gender identity, age, religion, sexual orientation, ability, and background, because that mix is what makes us stronger, sharper, and more creative as a company.

We're committed to building a workplace where everyone feels they belong, can bring their full selves to work, and has an equal opportunity to grow. If there's anything we can do to make the hiring process more accessible or comfortable for you, just let us know.