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IPC is a fintech company that focuses on the human element. With a global presence, we support local markets with our advanced cloud-based trading communications and managed connectivity solutions. Through our portfolio of communications and connectivity solutions, we focus on solving business challenges and adapting to regulatory changes in the fast-paced global financial markets. This enables our clients to maintain consistent market access, a strong competitive advantage, and enhanced operational efficiency. Join a team that is dedicated to delivering groundbreaking products and making a significant impact on our clients' success. TITLE: Manager, Global Talent Acquisition DEPARTMENT: People REPORTING TO: Director, Global People Operations & Talent OFFICE LOCATION: Madrid, Spain ROLE TYPE: Hybrid, Full-time Overview of the Team  The Talent Acquisition team plays a pivotal role in shaping IPC's future by ensuring we attract, select, and secure the talent that drives our business forward. As a global function, we operate across EMEA, APAC, and AMERS, partnering with leaders and HR colleagues to deliver on both immediate hiring needs and long-term strategic priorities aligned with the business needs. The team culture is collaborative, fast-paced, and performance-oriented, with a clear focus on excellence, accountability, and delivering measurable business impact. We enable IPC to compete in fast-paced global markets by bringing in people who embody our culture, our decisions influence and impact IPC's ability to achieve its transformation and growth objectives. Role Overview The Manager, Global Talent Acquisition is a people and strategy leader who orchestrates the day-to-day delivery of recruiting across regions and functions elevating standards, data discipline, and stakeholder confidence, while driving the long-term TA strategy and projects aligned with the business needs. This role sets clear operating rhythms (cadence, SLAs, dashboards), ensures high-quality intake and status communication with hiring managers and HRBPs, drives adoption of the Oracle Recruiting Cloud (ORC) module, and develops the TA team. The manager participates in senior interviews and critical searches where needed, but is primarily focused on strategy, governance, and outcomes. Core responsibilities Strategy & Operating Model Translate business needs into a prioritized recruiting roadmap with clear capacity planning, role prioritization (e.g. critical roles), and agency strategy. Set service standards and SLAs (intake to shortlist, feedback cycles, offer turnaround) and hold the team to consistent execution. Team Leadership & Development Lead, coach, and develop a global team; embed a feedback culture, shadowing, and skills uplift (e.g. intake mastery, behavioral interviewing, stakeholder management). Promote a collaborative, non-hierarchical style that surfaces ideas from the team and turns best practices into playbooks, resources and ways of working. Stakeholder & Communication Excellence Establish a predictable communication cadence for hiring managers and HRBPs (weekly updates, clear status notes, risk/mitigation). Escalate early with solutions; ensure "no-surprises" recruitment and a high-trust partnership with the business. Data, Reporting & Insights Own recruiting dashboards and weekly scorecards (aging, funnel health, critical roles, offer/accept ratios) using ORC reporting and BI tools. Use insights to rebalance workloads, remove bottlenecks, and recommend market or scope adjustments (e.g. location, leveling, comp). Process, Quality & Continuous Improvement Standardize intake, evaluation rubrics, feedback forms, and candidate write-ups; drive consistency across regions. Reduce variance in experience (candidate and manager) by simplifying steps and eliminating low-value activity. Strategic Projects & Long-Term Priorities Act as program lead or sponsor for global TA projects (elevating employer branding, strengthening evergreen talent pipelines, enhancing the candidate and hiring-manager experience, embedding data-driven decision-making, and enabling technology adoption). Partner cross-functionally with HRBPs, Internal Communications, Marketing, People Operations, and business leaders to ensure these projects deliver measurable impact and sustainable practices. Technology & Enablement (Oracle) Co-lead the constant improvement, and adoption of Oracle Recruiting Cloud (requisition design, approvals, interview flows, offers, integrations: LinkedIn, HireRight, DocuSign). Ensure data integrity, auditability, and self-service reporting; retire manual trackers as ORC goes live. Employer Brand & Market Reach Co-lead and partner on employer brand initiatives and campaigns; align messaging and assets across functions and regions. Balance direct sourcing with smart, ROI-based agency usage; negotiate terms in partnership with Procurement/Legal. Compliance & Governance Ensure global compliance and ethical standards in selection, offers, background checks, and data privacy. How You Will Make an Impact:  Reliability & Speed: Improve time-to-fill and time-to-offer with clear SLAs, better intake, and early risk flags. Quality & Consistency: Raise the bar on candidate quality and feedback depth; make the experience predictable and professional. Transparency & Trust: Deliver clean dashboards and weekly summaries that give leaders simple, credible line-of-sight. Team Effectiveness: Build a well-coached team with balanced workloads and clear accountability; reduce reliance on agencies. Systems Maturity: Land ORC successfully; migrate to system-of-record reporting and retire spreadsheets/OPR dependencies. Smart Trade-offs: Use data to recommend scope/level/location changes when markets and budgets misalign. Candidate & Hiring-Manager Experience: Champion a consistent, high-quality experience at every stage of the recruitment journey, clear communication, timely feedback, and a respectful, engaging process for all candidates. Translate feedback from both candidates and managers into continuous-improvement actions that strengthen IPC's reputation as an employer of choice. Essential Skills and Experience to be Successful in this Role: 8+ years in Talent Acquisition, including 2–4 years leading recruiters across multiple regions/time zones. Demonstrated success building operating rhythms (SLAs, cadences), dashboards, and KPI governance for TA. Strong stakeholder management with senior leaders; confident, proactive communicator who escalates early with options. Experience implementing or optimizing Oracle Recruiting Cloud (ORC) or a large-scale ATS; strong process design mindset. Evidence of continuous improvement: standardizing intake, interview rubrics, and candidate summaries at scale. Data fluency: advanced Excel and strong working knowledge of reporting/BI (Power BI or similar); comfortable turning data into decisions. Excellent written and verbal English. Desired Skills and Experience: Fintech/tech/SaaS or global transformation experience. Spanish language a strong plus. Experience migrating from a legacy ATS to ORC and integrating LinkedIn, HireRight, DocuSign. Vendor/agency management and negotiations in partnership with Legal/Procurement. Employer branding and recruitment marketing exposure. Formal project/change management credentials (nice to have). What's in It for You? At IPC, your compensation is only part of the package. We are committed to investing in a range of programs and initiatives to improve the overall experience of our employees. In addition to a collaborative, high-performing team environment, we're pleased to offer benefits including:   Competitive Base Salaries Benefits Package:Private Enhanced Health Insurance Pluxee Restaurant Pass Pluxee Transport Pass (only for Hybrid positions) Additional Benefits:Access to Flexible Retribution Scheme Additional Time off for Charity Work and Volunteering Tuition Reimbursement Program Certification Bonus Program Access to "IPC University" (our Internal E-Learning Platform) Access to LinkedIn Learning Access to Babbel+ Platform and Local Language Training Program Wellness Program (including access to Modern Health Platform) Employee Referral Scheme IPC's Work Culture: The IPC work culture is one that fosters inclusion, prioritizes innovation, and maximizes potential. We are a global ecosystem, full of diverse people that together made IPC what it is today. Our strength as an organization is the summary of our different backgrounds, perspectives, skills and geographies; supported by an ironclad commitment to constructive dialogue and open-mindedness. We live and breathe our commitment to innovation by embracing bold ideas, seizing new opportunities and striving for excellence. Our people have continued to deliver ground-breaking solutions to our clients for over 50 years.