We are looking for a Senior Recruiter based in Madrid to serve as a "Swiss Army Knife" for our Talent Acquisition team. You won't just manage a pipeline; you will own the end-to-end strategy for our most critical roles. You will specialize in Engineering, and Management hiring (Directors, Heads of, Snr Managers, Managers) while maintaining the versatility to pivot across Finance, Marketing, and Tech. You are the talent partner for our Madrid hub, being an active member of the team there, and ensuring every hire is an "A-player" who embodies our 2026 growth plan.
This role sits at the intersection of business strategy and talent execution. As Madrid emerges as a strategic hub for Groupon's European operations, you'll be instrumental in building the leadership bench and functional teams that will drive our marketplace innovation, commercial growth, and operational excellence. You'll operate with significant autonomy while maintaining tight alignment with our VP Talent and regional business leaders.
What You'll Do
* Manage the entire recruiting process from intake to offer. You are the single DRI (Directly Responsible Individual) for the hiring success of your departments.
* Execute sophisticated strategies for management roles. You will navigate complex negotiations and high-stakes stakeholder management with discretion and data.
* Maintain versatility across functions. You are comfortable pivoting. One week you might be closing a Senior Engineering Manager; the next, you are scaling a specialized Finance or Operations team.
* Act as a strategic advisor to hiring managers. Challenge role scopes, compensation bands, and interview structures when needed. Your expertise in the market should influence how we compete for talent, not just execute someone else's plan.
* Deploy creative, data-driven sourcing methods. Move beyond LinkedIn InMail. Use innovative approaches to find talent that doesn't just have the right CV, but demonstrates the high-performance capabilities Groupon requires.
* Champion Groupon's employer brand in Madrid. Represent us at industry events, nurture relationships with executive search firms, and create compelling narratives that position Groupon as the destination for ambitious commercial and tech leaders.
* Leverage data to tell stories. Present weekly/monthly talent intelligence reports: What's the competitive landscape? Where are we losing candidates? What compensation adjustments do we need? Your insights should shape hiring strategy, not just report on it.
What We're Looking For
* 7 years in full-cycle recruitment, with a proven track record in both agency and high-growth corporate environments.
* Bilingual fluency (Spanish/English) with the cultural intelligence to navigate both local Madrid talent dynamics and global corporate stakeholders.
* Deep knowledge of the Spanish talent landscape, including compensation benchmarks, competitive talent movements, and emerging talent pools in Madrid's tech and commercial sectors, plus a strong local network.
* Experience hiring across diverse functions (Tech, Sales, Ops, Finance, Marketing).
* Tech recruiting literacy. While you won't exclusively hire engineers, you need to credibly recruit Engineering Managers, Product Leaders, and technical Directors - understanding their craft well enough to assess fit.
* Proven ability to influence and challenge C-suite and VP-level stakeholders. You don't just take orders; you shape hiring strategy through market expertise.
* Data-driven optimization mindset. You don't just "recruit"; you analyze metrics (time-to-fill, quality-of-hire, conversion rates) to constantly optimize your funnel.
* Resilience and comfort with ambiguity. Groupon is transforming. Priorities shift. You won't always have perfect role clarity or ironclad headcount - you thrive anyway.
* Experience building recruitment infrastructure from scratch. Bonus if you've opened an office, launched an ATS in a new market, or established hiring processes in emerging hubs.
* Executive presence. You can walk into a room with a skeptical VP and walk out with their trust, buy-in, and a tighter hiring plan.