Back to jobs
New

Talent Partner

London, UK
 

Who are we 
Zeta Global (NYSE: ZETA) is the AI-Powered Marketing Cloud that leverages advanced artificial intelligence (AI) and trillions of consumer signals to make it easier for marketers to acquire, grow, and retaincustomers more efficiently. Through the Zeta Marketing Platform (ZMP), our vision is to make sophisticated marketing simple by unifying identity, intelligence, and omnichannel activation into a single platform – powered by one of the industry’s largest proprietary databases and AI. 

Our enterprise customers across multiple verticals are empowered to personalize experiences with consumers at an individual level across every channel, delivering better results for marketing programs. Zeta was founded in 2007 by David A. Steinberg and John Sculley and is headquartered in New York City with offices around the world. To learn more, go to www.zetaglobal.com. 

About the Role 

Reporting to the EMEA People Director, the Talent Partner is responsible for attracting, hiring and onboarding exceptional talent across the EMEA region while supporting initiatives that enhance the employee experience. 

Working closely with the Global Talent Acquisition team, business leaders and the wider People team, you will lead recruitment across commercial and technical functions, partner with hiring managers to deliver outstanding hiring outcomes, and help create an engaging and inclusive experience for employees throughout their journey with the business. 

This is an exciting opportunity for someone who enjoys balancing hands-on recruitment with broader People initiatives in a fast-paced, high-growth technology environment. 

This is a hybrid role based out of our London, UK office.

Talent Partner 

  • Lead end-to-end recruitment across EMEA, partnering with hiring managers and the Global Talent Acquisition team to deliver an exceptional hiring experience.  

  • Recruit across a diverse portfolio of commercial and technical roles, building proactive talent pipelines to support business growth.  

  • Partner with hiring managers to understand business priorities, advise on recruitment strategy and deliver high-quality hiring outcomes.  

  • Manage the full recruitment lifecycle, including sourcing, screening, interviewing, candidate management, reference checks and offer preparation.  

  • Ensure an inclusive, efficient and compliant recruitment process across EMEA markets.  

  • Own and continuously improve the EMEA onboarding experience, ensuring every new joiner has a positive and engaging introduction to the business.  

  • Coordinate onboarding and offboarding activities with managers and cross-functional teams to ensure a seamless employee experience.  

  • Partner with Finance, Legal, IT and the wider People team to ensure smooth transitions from offer acceptance through onboarding.  

  • Gather candidate, onboarding and exit feedback, using insights to continuously improve recruitment and onboarding processes.  

Partnership & Continuous Improvement 

  • Build trusted relationships with hiring managers and business leaders, acting as a strategic talent partner across the region.  

  • Collaborate with the EMEA People Director, Global Talent Acquisition team and wider People organisation to align on hiring priorities and regional initiatives.  

  • Monitor recruitment and onboarding metrics, using data and feedback to identify opportunities for continuous improvement.  

  • Support wider regional People projects and organisational initiatives as required.  

About You 

  • 5+ years' experience in Talent Acquisition, Talent Partnering or People & Culture within a high-growth technology business.  

  • Proven experience leading end-to-end recruitment across EMEA.  

  • Experience recruiting across both commercial and technical functions within a B2B technology environment.  

  • Experience within a B2B SaaS, AdTech, MarTech, FinTech or similar technology organisation. 

  • Strong stakeholder management skills with the confidence to partner with and influence leaders at all levels.  

  • Experience supporting onboarding and employee lifecycle activities.  

  • Experience using ATS platforms such as Greenhouse and LinkedIn Recruiter, alongside HRIS systems such as Workday.  

  • A collaborative, organised and proactive approach, with the ability to manage multiple priorities.  

  • A data-driven mindset with a passion for improving recruitment and employee experience.  

  • Excellent written and verbal communication skills.  

  • Fluent in English; an additional European language would be an advantage. 

Why Join Us? 

This is an opportunity to shape the talent experience across EMEA within a growing global technology business. You'll have the autonomy to lead hiring across diverse commercial and technical teams while helping create an engaging employee experience that enables our people to thrive. 

If you're passionate about recruitment, enjoy building relationships, and want to broaden your impact across the employee lifecycle, we'd love to hear from you. 

PEOPLE & CULTURE AT ZETA

Zeta considers applicants for employment without regard to, and does not discriminate on the basis of an individual’s sex, race, color, religion, age, disability, status as a veteran, or national or ethnic origin; nor does Zeta discriminate on the basis of sexual orientation, gender identity or expression.  

We’re committed to building a workplace culture of trust and belonging, so everyone feels invited to bring their whole selves to work. We provide a forum for employees to celebrate, support and advocate for one another. Learn more about our commitment to diversity, equity and inclusion here:  https://zetaglobal.com/blog/a-look-into-zetas-ergs/ 

ZETA IN THE NEWS!

https://zetaglobal.com/press/?cat=press-releases 

 

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Select...
Select...
Select...

Voluntary Demographic Questions

Zeta collects this Voluntary Demographic Data only with your consent, for the sole purpose of tracking and improving the diversity of our applicant pool. Any information you choose to provide will not be considered for employment purposes, will not be associated with your employment at Zeta if you are offered a position, and is not used to make hiring or employment decisions.  This data will be maintained unless you withdraw your consent. You may withdraw consent for this data to be maintained by Zeta at any time by contacting your Recruiter. If and when you are employed by Zeta, you may withdraw consent by contacting your HR Partner. If and when you onboard with Zeta, you will also be asked to complete an EEOC questionnaire that collects additional demographic data in order for Zeta to meet its legal requirements.

We are committed to building diverse teams with different identities, backgrounds and perspectives. We believe in providing a forum to connect at Zeta, to learn and celebrate differences. Our mission is to ensure we have an environment that enables a deep level of trust and belonging, so everyone feels invited to bring their whole selves to work, and to increase both diversity at Zeta as well as in the technology industry.  

Zeta considers applicants for employment without regard to, and does not discriminate on the basis of an individual’s sex, race, color, religion, age, disability, status as a veteran, or national or ethnic origin, or any other basis protected by applicable federal, state or local law; nor does Zeta discriminate on the basis of sexual orientation or gender identity or expression.  

Select...
Select...
Select...
Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Zeta Global’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 07/31/2029

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.