Talent Acquisition Specialist

Bitdefender is a cybersecurity leader delivering best-in-class threat prevention, detection, and response solutions worldwide. Guardian over millions of consumer, enterprise, and government environments, Bitdefender is one of the industry’s most trusted experts for eliminating threats, protecting privacy, digital identity and data, and enabling cyber resilience. With deep investments in research and development, Bitdefender Labs discovers hundreds of new threats each minute and validates billions of threat queries daily. The company has pioneered breakthrough innovations in antimalware, IoT security, behavioral analytics, and artificial intelligence and its technology is licensed by more than 180 of the world’s most recognized technology brands. Founded in 2001, Bitdefender has customers in 170+ countries with offices around the world. For more information, visit https://www.bitdefender.com

We’re looking for a Talent Acquisition Specialist to join our team on a 2-year fixed term contract, running full-cycle recruitment across a range of functions – from engineering and sales to corporate roles. You’ll own the day-to-day of hiring: partnering with hiring managers, sourcing and engaging candidates, running structured, fair selection processes, and giving every candidate an experience that reflects well on Bitdefender.

We work in a company full of engineers, and we like our recruiters to think a bit like them – curious about how things work, happy to experiment, and always looking for a smarter way to do the job.

This is a hands-on execution role. It’s also a role with room to grow: as the function evolves toward a more advisory model, strong performers will have the chance to take on deeper business partnering and workforce-planning work over time.

What you’ll do

Manage end-to-end recruitment for open roles across multiple functions, from intake to offer within the EMEA region.

Partner with hiring managers to understand business needs, challenge hiring assumptions when appropriate and define an effective hiring strategy.

Source candidates through direct outreach, referrals, communities, and networks, and build talent pools for recurring needs.

Screen and assess candidates against role requirements, applying consistent and objective criteria throughout.

Coordinate interviews and keep the process moving, so candidates and hiring managers get timely, clear communication at every stage.

Give candidates a professional, respectful experience whether or not they’re hired.

Keep recruitment data accurate and use it to spot bottlenecks and improve how we hire.

Support employer-branding and talent-community initiatives by participating in recruitment events, career fairs, and industry meetups, helping build talent communities and connecting with potential candidates.

What you’ll bring

Three or more years in recruitment, in-house or agency, ideally with exposure to hiring across different functions.

A structured, organized way of working – y ou will manage multiple recruitment processes simultaneously while maintaining quality and attention to detail.

Sound judgement in assessing people: you can tell signal from noise and back your recommendations with evidence and market data.

A builder’s instinct for your own workflow – you get a small thrill from automating the boring parts, testing a new tool before anyone tells you to, and finding the smarter way to do something instead of the manual one.

Genuine curiosity and learning agility – the tools and the market change fast, and you’d rather be the one figuring out what’s next than waiting to be trained on it.

Strong communication and relationship-building skills with candidates and colleagues alike.

The ability to identify and engage passive talent through LinkedIn and other sourcing channels.

Fluent English.

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