Talent Acquisition Partner

Department Purpose:  

At Copper, our People team sits at the heart of everything we do—committed to cultivating a workplace where employees feel valued, supported, and empowered to thrive. 

Our team is structured around four core pillars: 

• Talent Acquisition 

• Learning & Development 

• People Operations 

• Reward and Employee Engagement 

Together, these functions work in harmony to attract, develop, and retain world-class talent while fostering an inclusive, high-performance culture across the organization. 

We play a pivotal role in shaping Copper’s future, championing innovative HR practices, enabling continuous growth, and embedding a culture of excellence that scales with our ambitions. 

Team Purpose: 

The Talent Team is the gateway to Copper’s success. We partner closely with the business to identify, engage, and secure top-tier talent across global markets. Our approach is proactive, data-driven, and deeply human, ensuring every candidate journey is seamless, transparent, and inspiring. 

We take pride in delivering an exceptional candidate experience and are passionate about setting our new joiners up for success from day one. From sourcing to onboarding, we’re not just filling roles, we’re building the future of Copper. 

Role Purpose:   

As the Talent Acquisition Partner for our Americas region, you will lead end-to-end recruitment efforts, partnering closely with business leaders to attract top-tier talent for the New York Team and across Copper. You will also support the wider Talent Team with Global recruitment needs.  

You’ll play a pivotal role in shaping our hiring strategy, enhancing candidate experience, and building a diverse, high-performing team aligned with our mission.  

Key Responsibilities:   

• Candidate Sourcing & Engagement: Proactively source and attract top-tier talent through a diverse mix of channels, including job boards, social platforms, professional networks, events, and employee referrals, while ensuring outreach reflects our commitment to diversity and inclusion. 
• Talent Assessment: Conduct thorough screening and initial interviews to evaluate candidates’ skills, experience, and cultural alignment, ensuring only the most qualified individuals progress through the hiring funnel. 
• Interview Process Management: Design and manage structured interview processes, providing coaching and support to hiring teams to ensure consistency, fairness, and efficiency across all touchpoints. 
• ATS Optimisation: Maintain and continuously improve the applicant tracking system (ATS), ensuring data integrity, streamlined workflows, and actionable reporting to support hiring decisions. 
• Pipeline Development: Build and nurture robust talent pipelines for critical and future roles, leveraging market insights and strategic forecasting to stay ahead of hiring needs. 
• Employer Branding: Partner with Marketing and People teams to amplify our employer brand through compelling content, campaigns, and candidate touchpoints that showcase our culture and values. 
• Candidate Experience: Champion a best-in-class candidate experience by ensuring timely communication, transparency, and personalized engagement throughout the recruitment journey. 
• Market Intelligence: Stay informed on industry trends in the Americas to support the Head of Talent continuously refine sourcing strategies and maintain a competitive edge. 
• Onboarding Support: Collaborate with People Operations to deliver a seamless onboarding experience, ensuring new hires feel welcomed, informed, and set up for success from day one. 

Skills and Experience:  

Essential  

• Proven track record of hiring across technical (engineering, product) and non-technical (compliance, operations, commercial) role 
• Established candidate sourcing and assessment experience - preferably inhouse and within a global environment, ideally in the context of a technology or financial services business.   
• 360 recruitment experience with proven ability to achieve demanding targets and manage stakeholder relationships   
• Experience of managing job boards, talent attraction platforms and social media streams relevant to recruitment.   
• Genuine passion and enthusiasm for talent attraction and development, and a desire to continuously improve.   
• Proven ability to operate in a flexible and pragmatic way. Able to handle confidential information sensitively. 

Desirable  

• Experience supporting employer branding or talent marketing efforts is a plus 
• Prior experience onboarding new hires or collaborating with L&D/HR teams is advantageous 

The interview process at Copper   

Our interview process is designed to be thoughtful, efficient, and engaging. While specific steps may vary slightly depending on the role, the typical journey includes:

1. Initial Screening A brief conversation with our Talent Acquisition team to explore your background, motivations, and alignment with the role. 

2. Technical Interviews:  

• You will firstly meet the wider People Team over on a virtual session conducted via Microsoft Teams, where you'll engage with team members to discuss relevant skills, problem-solving approaches, and technical experience. 
• We will then set up a secondary teams interview with one of our Executive members that will be one of your key stakeholders in the business

3. In-Person Interview in our New York Office A conversation focused on team dynamics, collaboration style, and any final technical questions. This may be with cross-functional peers or leadership. 

Additional steps may be added based on the role's complexity or seniority. We aim to keep the process transparent and respectful of your time. 

Salary  

Expected salary range: $120,000 to $150,000 per annum. Salary will be determined based on relevant skills and experience. 

Benefits  

In return for everything you can bring to Copper, we can offer you an exciting, challenging role in a fast-growing and dynamic business, with career opportunities and welcoming working environment. Some of our key US benefits are highlighted below:  

• Paid Time Off - 25days annual leave per annum in addition to local bank holidays. Employees also receive one additional day of annual leave for each year of service. 
• Comprehensive health cover - medical, optical and dental benefits.  
• Life Insurance  
• Commuter Benefit Programme