Senior Principal, Talent Marketing

About us

Ranked in 2024 by the Financial Times as Africa's fastest-growing fintech, Moniepoint is trusted by over 10 million business and individual accounts, processing billions of dollars in transactions monthly. Having built resilient, high-volume financial infrastructure that powers commerce across emerging markets, Moniepoint is embarking on its next phase of global scale.

About this role

As our Senior Principal, Talent Marketing, you will be the strategic architect responsible for establishing Moniepoint's talent brand and candidate pipeline in new markets from scratch. Where Moniepoint is not yet an established consumer brand, you will solve complex talent acquisition problems by understanding how senior engineers, engineering managers, and technical leaders think, connect, and evaluate career moves across Europe. Working from a blank piece of paper with high autonomy, you will translate our global Employer Value Proposition (EVP) into localized, high-converting talent marketing strategies. You will bridge the gap between Talent Acquisition, Engineering Leadership, and Brand - combining developer community immersion, high-touch physical events, and targeted campaigns that turn brand discovery into qualified, closed engineering hires.

Responsibilities

1. Zero-to-One Market Entry & Tech Hub Architecture

• Define European Hub Talent Strategy: Architect and lead the talent go-to-market strategy for Moniepoint's newest engineering hubs (principally Poland and Spain), crafting localized narratives that appeal to discerning software engineers.
• Anchor the 'Founding Team' Narrative: Position early European engineering cohorts as foundational builders, creating compelling narratives around technical scale, system complexity, and ownership that resonate with elite technical talent.
• Navigate Market Nuances: Diagnose and navigate country-specific developer dynamics—recognizing that developer communities in Poland, Spain, and the UK behave differently and require tailored engagement models rather than copy-pasted playbooks.

2. Developer Community, Ecosystem & Event Activation

• High-Impact Physical & Virtual Presence: Conceive, curate, and lead our physical presence at key developer conferences, engineering meetups, hackathons, and university partnerships across target markets.
• End-to-End Pipeline Activation: Ensure events are never vanity exercises; architect end-to-end follow-up systems and talent nurture funnels that convert event attendees into active, screened pipelines for our TA partners.
• Developer Platform Immersion: Leverage deep knowledge of where engineers consume information (e.g., GitLab/GitHub communities, tech forums, Discord/Slack groups, Meetup, Eventbrite) to drive authentic engagement.

3. Strategic Hiring Campaigns & Technical Enablement

• Targeted Campaign Architecture: Partner with TA leads and Engineering Directors to identify acute hiring bottlenecks and build agile, multi-channel marketing campaigns that address specialized, hard-to-fill tech disciplines.
• Technical EVP Translation: Translate technical architecture, distributed systems challenges, and fintech infrastructure realities into authentic, intellectually rigorous technical messaging that outshines local competitors.
• Recruiter Enablement & Narrative Toolkits: Equip our technical sourcing and recruitment teams with high-leverage narrative assets—outbound pitch decks, technical one-pagers, culture collateral, and messaging sequences that double recruiter outreach conversion.

4. Performance, Analytics & Optimization

• Hiring-Centric Metrics: Discard vanity metrics. Evaluate every initiative against pipeline contribution, qualified applicant rates, candidate quality score, cost-per-hire, and time-to-fill.
• Budget Oversight: Own and allocate dedicated talent marketing budgets with extreme commercial discipline—scaling programs that drive measurable hires and rapidly decommissioning initiatives that underdeliver.
• Paid Acquisition (Tactical Lever): Oversee and strategically deploy paid recruitment marketing spend across relevant technical platforms and channels when targeted outbound and community channels require acceleration.

5. Strategic Leadership & Scalability

• Strategic Thought Partnership: Serve as the trusted advisor to the Head of Talent Acquisition, VP of Engineering, and Brand Leadership on talent market intelligence, competitor positioning, and developer sentiment.
• Playbook Documentation: Establish and document Moniepoint's global talent expansion playbook, creating scalable frameworks that will be deployed across future international markets.
• Mentorship & Functional Growth: Provide strategic guidance to broader TA and brand team members, with the opportunity to mentor or direct junior talent marketing specialists as the function scales.

Experience & Background

• 8+ Years of Talent Marketing Leadership: Experience leading talent marketing, technical recruitment marketing, or developer relations/advocacy, with substantial time dedicated to hiring software engineering and product disciplines.
• European Market Expertise: Demonstrated experience building talent brand presence and hiring pipelines across European tech ecosystems (particularly Central/Eastern Europe such as Poland, and Western/Southern Europe such as the UK or Spain).
• Zero-to-One Market Entry Track Record: Proven success entering new geographies or scaling talent brand where the employer brand was nascent or non-existent, creating playbooks from a blank sheet of paper.
• Fintech & Scale Exposure: Experience in hyper-growth fintech, high-frequency/payments infrastructure, or high-scale distributed systems environments.
• International Collaboration: Experience collaborating with international founding teams or distributed tech hubs across emerging and mature markets.

Skills & Competencies

• Mastery in Event-Driven Pipeline Activation: Extensive hands-on experience designing and executing physical and digital developer events and architecting the subsequent candidate nurturing journey that yields hires.
• Deep Engineering Domain Fluency: Genuine understanding of software engineering culture, tech stacks (distributed systems, backend, infra, DevOps), and developer channels (Meetup, Eventbrite, GitLab/GitHub, Reddit, tech conferences).
• Comfort with Substantial Ambiguity: High agency and entrepreneurial drive; ability to make decisive bets, test hypotheses, and build structure in fast-moving, high-growth environments.
• Strategic Campaign Design: Ability to connect high-level EVP strategy to pragmatic, sprint-based talent acquisition sprints that deliver on an aggressive hiring plan (500+ tech hires).
• Paid Digital Campaign Optimization: Direct experience running and optimizing paid digital recruitment advertising campaigns independently across social and developer networks.

What success looks like in this role

• First 30 Days (Discovery & Immersion): Map the competitive landscape and developer talent dynamics in Poland and Spain. Establish alignment with technical hiring leads (PEP, Engineering Directors) and TA leads to define immediate priority pipelines. Audit existing employer brand collateral and identify localized messaging gaps for European tech hiring.
• First 90 Days (Initial Market Entry & Quick Wins): Launch the first pilot physical event / developer meetup presence in Poland with a complete post-event pipeline conversion funnel. Roll out the European Recruiter Enablement Toolkit (localized pitch decks, outreach sequences, and technical one-pagers). Launch targeted marketing sprints for top 3 hardest-to-fill senior technical roles.
• First 6 Months (Hub Establishment & Pipeline Ramp): Position Moniepoint as a recognized, compelling engineering hub in Poland, supporting the identity and pride of the founding engineer cohort. Consistently contribute qualified, pre-warmed candidate pipelines directly supporting the ramp toward 500 tech/product hires. Prove multi-channel attribution showing which community and marketing initiatives are yielding quality hires.
• Year One (Global Expansion Playbook): Complete Moniepoint's International Talent Expansion Playbook, ready to be deployed across future tech hubs. Measurably decrease time-to-fill and increase direct outbound response rates across all European technical roles. Solidify Moniepoint's reputation as an employer of choice for Europe's most ambitious engineers.

Why join us

• High-Impact Mission: Play a career-defining role in building the engineering backbone of Africa's fastest-growing fintech as it scales globally.
• True Ownership & Dedicated Resources: Autonomy to build from scratch with dedicated budget backing and direct executive sponsorship.
• Front-Row Seat to Tech Hub Creation: Help build engineering hubs from their inception, shaping culture, talent standards, and brand identity.
• Competitive Executive Package: Competitive base salary (calibrated for Senior Principal level), performance bonuses, comprehensive private healthcare, and pension schemes.

Moniepoint is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees and candidates.