Talent Acquisition / Recruiter
Attracts and hires the talent the company needs: sourcing, assessment process, candidate experience and offer closing.
Why this hire matters.
Every failed hire costs 6 to 24 months of salary (search, wasted onboarding, team impact, re-hiring) — and every vacant key seat costs growth that nobody ever quantifies. Professional talent acquisition changes that equation: proactive sourcing of profiles who don't apply (the best are rarely looking), an assessment process that actually predicts performance, a candidate experience that closes against counter-offers. On contested tech and AI profiles, the gap between an average and an excellent recruiter is measured directly in weeks of time-to-hire and shortlist quality. This is GetPro's core craft: we can also tell you when to internalize (recurring volume) and when an external partner is more effective (peaks, rare profiles, confidential, executives).
Key missions.
- Scope needs with hiring managers (scorecards)
- Proactively source contested profiles (headhunting)
- Run the assessment process (interviews, cases, references)
- Craft the candidate experience end-to-end
- Negotiate and close offers
- Build pipeline and employer brand
- Track metrics (time-to-hire, quality, stage conversion)
Skills.
Technical skills
- Advanced sourcing (LinkedIn Recruiter, X-ray, AI tools)
- Structured assessment techniques
- Knowledge of the roles hired (tech, product, sales)
- ATS and recruiting data management
Expected qualities
- Listening and judgment
- Tenacity
- Closing instinct
- Candidate empathy
Common stack
Salaries 2025-2026
| Level | Experience | Annual gross base |
|---|---|---|
| Junior Talent Acquisition | 0-2 yrs | 35–45 k€ |
| Mid-level | 2-5 yrs | 45–58 k€ |
| Senior / Lead TA | 5-8 yrs | 58–75 k€ |
| Head of Talent Acquisition | 8+ yrs | 75–95 k€ |
Paris market ranges, 2025-2026.
Outside the Paris region, expect 10 to 15 % less.
Sources : Glassdoor Paris 2026 (Head of TA moyenne 74k) · Michael Page 2026 · Lity 2026
Hiring this profile.
Typical background
Recruitment firm (accelerated training in sourcing and closing) or specialized HR generalist. Real knowledge of the roles hired makes the difference.
When to hire
When hiring volume becomes recurring (10-15+ roles/year) — often Series A/B. Below that, or on rare profiles, a specialized partner is generally more effective.
Career path
Senior TA → Lead/Head of TA → Head of Talent → CHRO, or agency/RPO.