Talent Acquisition Partner- Tech

We Are Sparta

Sparta is the next-generation commodity trading platform.
We give trading desks the clarity, control, and collaboration they need to move faster and trade smarter.

In February 2025, we secured $42 million in Series B funding. Now we’re scaling up across the business, and it’s an exciting time to join.

Our people are the driving force behind everything we do. At Sparta, you’ll be trusted to take ownership, backed by a team who wants you to succeed. You’ll be challenged, supported, and given room to grow. Because building something this ambitious takes everyone at their best.

At Sparta, your work has reach. From improving our platform, to powering smarter decisions for our customers, to changing how commodity trading is done around the world.

And because we’re growing fast, you won’t just build your career. You’ll accelerate it, with a level of ownership and impact you simply don’t get at bigger, more bureaucratic companies.

Talent Acquisition Partner- Tech

We're now looking for a commercially sharp, people-focused Talent Acquisition Partner to own tech hiring at Sparta. This is a hands-on, high-impact role for someone who lives and breathes tech recruiting — someone who understands engineers and product managers, knows how to find and engage them, and wants to build something from the ground up in a fast-moving scale-up.

You'll own end-to-end tech recruitment across Engineering and Product, partnering directly with our CTO, CPO, and VP of Engineering. You'll deliver on live roles while also building the pipelines, networks, and employer brand presence that puts Sparta on the map in the tech talent community. This isn't a maintenance role — it's a builder role.

What You'll Be Doing

Tech Hiring Ownership

• Own and lead all tech recruitment — Engineering and Product — with the support and guidance of the TA Lead.

• Act as a true recruitment business partner to tech leadership: CTO, CPO, VP of Engineering, and across their teams.

• Deliver hands-on hiring across live roles — running efficient, fair, high-quality processes that engineers and hiring managers actually enjoy.

• Own the full hiring lifecycle: intake, sourcing, screening, interview design, offer management, and close.

Pipeline & Proactive Sourcing

• Move from reactive to proactive — anticipate future hiring needs, build talent pipelines, and maintain a warm network of tech candidates.

• Evangelise Sparta in tech talent communities and make sure engineers know who we are and why we're worth their attention.

• Partner with the TA Lead, Engineering, and Product to organise tech hiring networking events — not just attend them. Help design and run events that bring Sparta's technical team in front of the right talent.

Process & Employer Brand

• Continuously diagnose and improve the recruitment process — identify friction, fix it, and raise the bar for candidate and hiring manager experience.

• Help build Sparta's employer brand in the tech market — ensure Engineering and Product are well represented in how we present ourselves externally.

• Experiment with AI tools to improve how we work in TA — from sourcing and outreach to process automation and reporting. We use Claude (Anthropic) as a core tool and encourage you to push how it can make recruiting faster, smarter, and more effective.

• Get involved with broader People processes and initiatives as Sparta scales, and contribute to wider TA hiring beyond tech when needed.

About You

• Background, experience, and network in tech recruiting — you've hired engineers and product managers and you know how to do it well.

• A strong sourcing background is essential — you don't wait for inbound. You know how to proactively identify, engage, and attract tech talent, and you're comfortable building pipelines from scratch.

• Hands-on experience with sourcing tools: LinkedIn Recruiter, Boolean search, and knowledge of where tech talent actually lives and how to engage them effectively.

• Familiarity with an ATS — we use Ashby, and experience with it (or a comparable modern ATS) is a strong advantage.

• You understand technology — you can hold credible conversations with engineers and product professionals, and candidates respect that.

• You understand tech candidates: their motivations, compensation expectations, career drivers, and where to find them.

• This could be your first in-house role after building your craft in a recruitment agency, or you may already be an experienced in-house tech recruiter.

• Clear energy and genuine passion for tech and AI — you're motivated to build, improve, and stay ahead of what's happening in the space.

• A natural collaborator who earns trust quickly with senior technical stakeholders and candidates alike.

Why Join Sparta?

At Sparta, our culture is built on innovation, collaboration, and high performance. We thrive in a fast-paced environment where initiative is celebrated, challenges are embraced, and impact is rewarded.

• Own and build tech recruiting in a fast-growing scale-up that is transforming commodity trading market intelligence

• Exposure to AI tools with the support and freedom to upskill — we use Claude (Anthropic) as a core tool and you'll have access from day one

• Work alongside engineers and product professionals at the top of their game, and a supportive People team and TA Lead to learn from

• Build your skills beyond pure recruitment delivery — get involved with employer branding, events, process design, onboarding, and broader HR work as we scale

• Be the face of tech recruiting at Sparta — shape the employer brand and have real visibility across a globally distributed company

• High impact, high visibility — hiring primarily in the UK and Spain, with exposure across our global footprint

• Equity in a high-growth, VC-backed company

• $42M Series B funding — strong market traction and investment

What's the Culture Like at Sparta?

At Sparta, our culture is not just a set of values written on a wall — it's a way of life. We embrace a dynamic environment where initiative is celebrated, challenges are met head-on, and innovation thrives.

You'll collaborate with like-minded individuals who are passionate about our mission and deeply committed to crafting outstanding products and achieving success for our customers.

Our values:

• Understanding is non-negotiable: Understanding leads to believing. Believing leads to winning. The 'why' is the difference between compliance and conviction. Before we execute, we ask: why does this matter, who does it serve, what changes if we win? People who understand the mission don't need to be managed.

• Ask for forgiveness, not for permission: Most decisions are reversible. Most fears are not. 90% of decisions are reversible. Make them, ship, iterate. Perfection is the enemy of efficiency. Bias for action means moving before you have all the answers, but it isn't recklessness. The rule: tell the rest of us what you did, what changed, what you learned.

• Fall in love with the problem: The mission wins. Your idea doesn't have to. Solutions flatter our ego. They feel like progress. But solutions without problems are opinions, and opinions don't move customers, markets, or teammates. The goal is to find what's true, not to win the room. If your idea gets killed because a better one shows up, that's the system working.

• It's your fault. Lucky you: If it's on you, it's in your control. True ownership sounds harsh until you feel how liberating it is. If every problem is yours, you stop spending energy on who to blame and start spending it on how to fix it. Effective leaders default to 'it's on me'. Not out of guilt, but out of agency.

• Conflict is a gift: Honesty is an expression of care. Withholding feedback is choosing comfort over growth, yours and your colleague's. Staying silent deprives others of the chance to learn. We challenge openly and with positive intent. Done with care, this builds trust. Done with ego, it destroys it.

What We Offer

• Flexible working model — hybrid from our Farringdon office

• Attractive company stock option plan