Talo is hiring on behalf of a client

Head of Talent

A confidential search run by Talo for one of its clients. The full brief is shared with shortlisted candidates.

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About youStep 1 of 6

Full nameEmailPhone — optionalLocation and time zone — optionalLinkedIn — optionalPortfolio — optionalYour CV — PDF please, up to 4 MB; it is read as part of your applicationIntro video — required · a short video of you (1 to 2 minutes), MP4, MOV or WebM up to 100 MB, or a linkor a link anyone can open (YouTube, Vimeo, Loom, or Drive shared as “Anyone with the link”):Why this role? — optional

What is your gross monthly salary expectation?

Please state a monthly figure in USD. If your current package is in another currency, give the USD equivalent and name the original currency. A single number or a narrow range is fine.

What is the earliest date you could start?

Give the first realistic working day, taking any notice period into account.

Which country will you be working from, and what is your nationality or right-to-work status there?

This role is remote, so contracts and working hours depend on where you are based. Example: "Based in Spain, Spanish national" or "Based in Georgia, UK national on a residence permit".

How many hours of your working day can overlap with 09:00–18:00 Central European Time?

Be honest — the role requires live coordination with hiring managers and candidates.

How many years have you worked in recruitment or talent acquisition?

Count only time spent sourcing, assessing and closing candidates, or leading people who do.

Which best describes your work over the last three years?

Choose the single closest match.

What is the largest recruiting team you have personally managed?

Direct reports only — recruiters, sourcers or coordinators you hired, set targets for and held accountable.

List the companies or agencies where you did this work, with your title, dates and team size.

One line per employer, most recent first. Example: "Acme Holding — Head of Talent, Mar 2021–Nov 2024, team of 4, 120 employees company-wide". Include whether it was in-house or agency.

Which markets have you actively recruited in?

Select every market where you personally sourced and closed candidates, not markets you only supported.

Western Europe Central and Eastern Europe UK and Ireland North America Latin America Middle East and North Africa Sub-Saharan Africa South and Southeast Asia East Asia Australia and New Zealand

Which functions have you personally hired for at senior level? — optional

Select only where you ran the search yourself, from intake to accepted offer.

Commercial and sales Marketing and growth Operations Finance and accounting Engineering and product Data and analytics Customer support People and HR Executive or C-level Creative and content

Have you personally built a recruiting function from scratch, or substantially rebuilt an existing one?

"Yes" means you designed and implemented the process, systems and team structure — not that you worked inside a function someone else built.

Have you personally built and run onboarding, probation and offboarding processes?

This means owning the checklists, manager coordination, documentation, handovers, and access or equipment workflows — not only recruiting up to the accepted offer.

What is the largest number of hires you were personally accountable for delivering in a single 12-month period?

Count hires where you owned the search or led the team that owned it. Choose the honest option if you cannot evidence the figure.

What is the most senior hire you personally sourced, assessed and closed?

Give the level, not the name. If you have closed several, pick the highest.

Which of these did you personally own, rather than support or inherit?

Select only the areas where you made the decisions and did the build work yourself.

Workforce and hiring roadmap planning Direct sourcing and passive outreach Role scorecards and structured interviews Offer negotiation and closing ATS build and pipeline configuration Hiring manager coaching and calibration Recruiter hiring and performance management Onboarding and preboarding process Probation and 30/60/90-day reviews Offboarding, handovers, access and equipment Recruiting budget and agency management Hiring data, reporting and quality-of-hire reviews

Share a link to evidence of your results. — optional

A one-page summary, dashboard export, anonymised pipeline report or reference letter showing hires delivered, time to hire, offer acceptance or retention. Please check the link is publicly viewable or shared with access instructions.

Share a link to a piece of finished work you built. — optional

For example a role scorecard, structured interview guide, onboarding checklist, offboarding workflow or ATS stage design. Redact any confidential company or candidate details before sharing.

Pick one of the results or artefacts above and explain why it worked.

Around 200–300 words. Tell us the situation, what you changed, what the numbers were before and after, what nearly went wrong, and what you would do differently. Specifics beat polish.

Which tools and systems have you set up or administered yourself?

Configured pipelines, permissions, templates or automations — not just used as a day-to-day user.

Greenhouse Lever Workable Teamtailor Ashby or Recruitee LinkedIn Recruiter Sourcing and enrichment tools (e.g. Apollo, Hunter) Notion, Airtable or similar for tracking HRIS or onboarding tool (e.g. BambooHR, Personio) Automation tools (e.g. Zapier, Make) Assessment or work-sample platforms None of these

A department leader insists on hiring a candidate you have serious doubts about. The candidate interviewed brilliantly, the leader has been waiting eleven weeks, and the brief was vague from the start. Your evidence checks are incomplete and one reference has not called back. What do you do, in what order, and what would you say to the leader?

One or two paragraphs. We are interested in how you separate demonstrated capability from interview polish, how you challenge constructively, and where you would escalate or concede.

Are you willing to complete a short paid trial task as part of the process?

Typically a two to three hour exercise, for example a role intake plan or an outreach and assessment approach for a live search. It is paid at an agreed rate.

Share a link to a 1–2 minute intro video.

Record on your phone or laptop, unedited, in English. Cover: one priority search you closed and how, one thing you built that outlasted you, and what you would want to see in your first week here. Upload to Loom, Google Drive or YouTube (unlisted) and check the link is viewable by anyone with it.

How did you hear about this role? — optionalIs there anything about your circumstances or any adjustments we should know about to make this process work for you? — optional

Optional. For example interview scheduling constraints, notice period nuances, accessibility adjustments, or anything you would like us to take into account. This does not affect how we assess your application.

What type of company culture do you thrive in, and why? — optional

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I consent to Talo storing and processing the details I've provided to consider me for this role and, if shortlisted, to present me to its client. I can ask for them to be corrected or removed at any time.