Job at a glance
What we do RELEX runs the planning decisions behind 600+ retailers and manufacturers worldwide, deciding, at real scale, what gets forecast, stocked, priced, promoted, and produced across the entire value chain. Few problems combine this much data, this much complexity, and this much real-world weight: get it right and a shelf stays stocked, a factory line doesn’t stall, food doesn’t spoil in a warehouse before it’s sold.
Get it wrong, and it shows up in actual losses, for some of the largest retail and manufacturing brands in the world. We’ve grown for 76 consecutive quarters, and growth is still accelerating. The first half of 2026 was the strongest in the company’s history. We’re a team of 2,000+ people, headquartered in Helsinki, with offices across Europe, North America, and Asia-Pacific. The role You own end-to-end recruiting for a designated set of Technology & Product teams (R&D, as we call it internally), operating as a strategic partner to the leaders you support.
The job isn't just filling requisitions; it's raising the quality of every hiring decision made across those teams. Your area is clearly defined, but not a boundary: we work as one TA team, so you'll be expected to support colleagues on other areas and pick up wider TA work when priorities shift. This is an AI-native role. You're expected to orchestrate AI across the recruiting lifecycle (sourcing, screening, deliverables, quality checks) and build the systems that make that possible. It reports to the Head of Talent Acquisition, R&D.
The role is ideally based in Finland, Sweden, or the UK, and the remit is global. Prior experience hiring into the US market isn't a requirement, but it's a big plus, as is a flexibility to work across those time zones if needed. What you'll do Own the full recruiting cycle for your Technology & Product teams, from role scoping to offer acceptance: delivering personally where it counts and drawing on TA colleagues and our RPO and consultancy partners where that gets a better result.
You own the outcome either way, including the quality bar. Build sourcing pipelines so key roles have engaged candidates before the urgency hits, and sell RELEX credibly to senior, passive candidates, closing offers in competitive markets. Coach hiring managers on role definition, interview design, and selection, and how candidates are assessed: on evidence, through a process you keep sharpening.
Deliver market intelligence (talent availability, comp benchmarks, funnel metrics) and spot upcoming hiring needs early, so they're in the plan before they become urgent. Design and run AI-native recruiting workflows, piloting new approaches and updating the standard based on evidence. Work in collaboration with our colleagues, in eg. People Business Partner, Compensation, People Operations, and Employer Branding teams, connecting hiring to the wider employee lifecycle.
Take named ownership of initiatives that reach beyond your own teams, such as assessment frameworks, interview standards, AI workflows and drive them to global adoption, working through the wider TA team, People Business Partners, Compensation, and People Operations to make them stick. What you'll bring to the table Business acumen and stakeholder influence. You understand how engineering and product organisations work and build credibility with their leaders, operating effectively across a global organization.
Full-cycle recruiting delivery. You've managed complex, niche, senior hires under time pressure without losing the quality bar, delivering directly, or alongside TA colleagues and delivery partners. Proactive, global sourcing and talent attraction. You market-map and source actively across platforms and geographies instead of waiting for inbound, and you close senior hires against competing offers.
Hiring manager coaching and asse