Talent Manager, Business & Corporate Functions
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Envision Employment Solutions is currently looking for a Talent Manager, Business & Corporate Functions for one of our partners, a leading Digital Bank!c
THE ROLE
A digital bank does everything a bank must, yet none of it happens without the right people behind it. As Talent Manager for Business & Corporate Functions, those people are yours to find. You own hiring end to end across the business and corporate functions, from the first conversation to the signed offer. To everyone you bring in, you are the first face of the company, and the first proof that this is a place worth believing in.
WHAT YOU’LL DO
- Own full-cycle hiring across the digital bank's business and corporate functions, from first conversation to signed offer
- Source talent rather than wait for it, across banking, fintech, and other professional services
- Bring a bank’s rigor to regulated and control-function roles, so they meet the standard the license demands
- Assess for capability and for belonging in equal measure, through a structured, evidence-based process
- Partner with functional leaders as a genuine advisor
- Protect every candidate’s experience of the digital bank, so even those you don’t hire leave believing in it
WHAT SUCCESS LOOKS LIKE
- Within your first year, you'll have:
- Filled the roles that matter, on time and to the standard the digital bank's launch demands
- Built living pipelines for the hardest roles in your area, so the next critical hire is already in motion
- Given every candidate, hired or not, a process they’d tell others was the best they’ve experienced
WHAT WE’RE LOOKING FOR
- At least 7+ years running full-cycle recruitment, in-house or agency, across a range of business or corporate functions
- A proven ability to find and win specialist and hard-to-fill people, not simply screen who applies
- The credibility to sit across from senior leaders as an equal and be listened to
- A structured, evidence-based way of assessing talent, and the discipline to back a decision with more than instinct
- Financial services experience is valuable, not essential; how you hire matters more to us than where you’ve hired
YOU’LL THRIVE HERE IF
- You’d rather build the hiring engine than inherit one
- You believe in what you’re building, and it shows
- You read people better than their CVs do, and you back your judgement when it counts
- You treat every candidate as the digital bank's reputation, because to them, you are the digital bank
- You want to build the bank the whole category ends up named after
As published by workable · 20 questions · 13 written answers
Basics
First name, Last name, Email, Headline, Phone, Address, Photo, Education, Experience, Summary, Resume, Cover letter
Pick from a list (7)
- How did you hear about us?
- This is a full time, on site role. Are you comfortable and available to work on site? (Yes/No)
- Are you currently based in Egypt? If not, are you willing to relocate to Egypt for this role?
- Do you have at least 8 years of experience running full cycle recruitment (in-house or agency side)?
- Have you recruited across a range of business or corporate functions, not just a single specialty?
- Do you have experience sourcing and closing specialist or hard to fill roles, rather than relying mainly on inbound applicants?
- Do you have experience recruiting for regulated or control function roles (e.g., compliance, risk, legal)
Written answers (13)
- If you were referred to this role by a recruiter, please provide their name.
- How would you rate your English proficiency (written and spoken)? (
- Tell us about the most difficult, hard to fill role you've recruited for. How did you find and win that candidate?
- Describe your sourcing strategy when a role has little to no inbound interest. What channels or tactics do you rely on?
- Walk us through how you assess a candidate's capability and cultural fit in a structured way. What does your process look like?
- Tell us about a time you partnered closely with a senior leader or hiring manager as an advisor, not just an order taker. What did that look like?
- Describe your experience recruiting for regulated or control function roles. What extra rigor or diligence did that require?
- How do you build and maintain a talent pipeline for roles you know will be hard to fill again in the future?
- Tell us about a candidate you didn't end up hiring but who still had a great experience with your process. What made it positive?
- Do you have experience recruiting within financial services or fintech? If so, briefly describe it.
- What is your current monthly net salary?
- What are your expected monthly net salary requirements?
- When can you start? (Notice Period)