Senior Talent Acquisition Manager | GTM & Operations (f/m/d)

About the Position

Senior Talent Acquisition Manager | GTM & Operations (f/m/d)

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Location

Berlin, Germany

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Employment Type

Full time

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Department

EnablementPeople

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About the Role

At bunch, we are building the backbone of private markets. We are enabling next-gen fund operations with one integrated system that combines secure data infrastructure, AI-powered workflows, and expert fund services. If you value ownership, growth through real responsibility, and working with a thoughtful, ambitious team, this role might be for you.

As Senior Talent Acquisition Manager - GTM & Operations at bunch, you will own hiring across business roles. You will combine hands-on sourcing and closing with portfolio leadership, business judgment, and trusted partnership with senior stakeholders.

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Responsibilities

• Own end-to-end hiring across GTM (Sales, Marketing, Customer Success, Revenue Operations, Partnerships), and Operations (e.g., Fund Operations, Fund Accounting) across Germany and the UK, plus occasional hires in other locations (Luxembourg and the Netherlands), while developing a deep understanding of each team and translating company priorities into clear role outcomes and practical hiring plans.
• Partner with functional and executive leaders to shape demand, challenge role design, and improve hiring decisions, while setting clear expectations on ownership, timelines, and trade-offs.
• Build and close high-quality pipelines through direct sourcing, referrals, networks, communities, events, and selective agencies, and manage a thoughtful, responsive, and honest candidate journey from first contact through offer.
• Lead the portfolio with clear priorities and forecasts, using evidence on talent supply, compensation, location, competitors, and candidate motivation to recommend sequencing, capacity, and external support.
• Strengthen hiring quality through disciplined intake, scorecards, interviews, feedback, and closing, while identifying friction, testing improvements, and sharing reusable practices with hiring managers and the wider TA team.
• Use tools such as Claude, Gemini, Notion AI to increase leverage and develop better recruiting workflows, while retaining accountability for judgment, quality, privacy, and sensitive communication - leveraging our ATS features (Ashby).
• Contribute to building efficient and future-proof hiring systems with the rest of the People team.
• Contribute to further building bunch brand presence and employer branding initiatives, while building a community around you in the private markets space.

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About You

• Significant end-to-end recruiting experience across business functions such as GTM, Operations, and/or Professional Services, including senior or high-impact searches.
• Strong track record of sourcing and closing high-calibre, hard-to-reach candidates through direct outreach and other creative channels.
• Experience working across multiple functions, markets, or locations and can adapt your approach to different talent pools and business contexts.
• Experience in fintech, fund administration, or professional services, or evidence that you can build credibility quickly in a complex domain.
• Constructive, high-ownership attitude and ability to turn ambiguity into action.
• Ability to hold substantial cognitive load across a changing portfolio, senior stakeholders, and high-stakes candidates without losing clarity, detail, or follow-through.
• Strong discernment: you see nuance, separate signal from noise, and know when persistence should become a different strategy.
• Combine emotional intelligence with gravitas, adapting to different stakeholders while remaining direct about evidence and trade-offs.
• Strong business acumen and connect company priorities, team design, and commercial or operational outcomes to practical hiring plans.
• Self-starting and act with agency: create structure, initiate solutions, and escalate with an informed recommendation.
• Practical experience using AI tools in your daily recruiting workflow; experience building automations or new workflows is a strong advantage.
• Build strong processes and data discipline without becoming rigid, and continually look for ways to improve candidate experience and team effectiveness.
• Communicate fluently in English.

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What Success Looks Like

• Own it: Take accountability for the business hiring portfolio, not only individual requisitions. Create clarity where ownership is ambiguous, close loops with senior stakeholders, and surface risks early with a recommendation.
• Aim for impact: Focus talent capacity on the hires and improvements that move company outcomes. Make explicit trade-offs, connect hiring decisions to revenue and delivery, and measure quality as well as speed.
• Empower others: Raise the effectiveness of hiring managers, peers, and interviewers through coaching, context, and reusable practice. Build trusted partnerships while preserving shared accountability.
• Always be curious: Learn the business, customer, and talent market deeply. Ask why before accepting demand, test assumptions, and turn market and quality-of-hire evidence into better workforce decisions.
• Enjoy the ride: Bring calm, warmth, and constructive energy to high-pressure searches and difficult conversations. Recognize progress and support the team while maintaining a high bar.

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Workplace & Benefits

• Customizable benefits package covering wellbeing, sport, mobility, food, and more.
• 28 days of vacation, plus two company days and local public holidays.
• Remote-flexible hybrid work with three days per week in the office.
• Up to four remote calendar weeks per year.
• A great tech and work setup.
• Work with a diverse team of 150+ bunchies from 40+ countries, with leaders who are best-in-class in their domains.

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Hiring Process

1. Screening interview with Roberto (Senior TA) - 30 min: Motivation and the five values most important for operating in a fast-paced environment.
2. Deep dive interview with Joana (People Lead) - 30 min: Technical assessment and mindset.
3. Live case interview with Roberto & Joana - 60 min: No preparation required; work through general, situational, and behavioral recruiting questions.
4. Cross-functional round - 2 × 30 min: Meet leaders from across the Business portfolio to explore advisory ability, organizational judgment, and leverage.

Questions? Reach out to [email protected]

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About bunch

bunch is building the operating infrastructure for the next generation of private markets. We combine AI-powered automation with deep regulatory expertise to replace fragmented spreadsheets and manual processes with one integrated platform across the fund lifecycle, purpose-built for private markets heading toward $32 trillion in Assets Under Management.

We've 4x our ARR in 2025, crossed 150 fund managers and 12,000 LPs on the platform, and just closed our $35M Series B in May 2026. We're looking for ambitious people who want real ownership of hard problems, and who care about building infrastructure that actually matters to the people using it.

At bunch, we're committed to an inclusive environment where diversity is valued and celebrated. We provide equal opportunities to all qualified applicants.

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