Talent Acquisition Partner

About Reward

Founded in 2001, Reward is an industry leader transforming the world of customer engagement and commerce media. Operating in 15 countries across Europe, Middle East and Asia, Reward’s cloud-based API platform integrates content, advertising, and commerce to deliver exceptional experiences for consumers resulting in increased customer engagement, retention, and overall satisfaction.

Reward’s Loyalty-tech platform is behind many award-winning bank loyalty programmes seen today from brands such as Visa, NatWest Group, Barclays, and First Abu Dhabi Bank to name a few. Reward also works with the world’s largest retailers such as McDonald’s, eBay, Deliveroo and Amazon.

Our leading commerce media platform fuses purchase insights with loyalty-tech, offering an unparalleled edge in digital advertising and performance marketing for retailers. Leveraging rich data and insights, the Reward platform provides a comprehensive view of consumer behaviour, empowering retailers to target marketing messages more effectively, resulting in independently verified sales uplift and long-term customer lifetime value.

Beyond bridging the gap between content and commerce, Reward is a purpose driven business. Our mission is to make everyday spending more rewarding. During the last 5 years, Reward has proudly given back more than $1billion in cashback rewards to consumers world-wide.

Most recently, Reward’s rapid growth was recognised in The Independent’s E2E Tech 100 list of the fastest-growing tech scale-ups in the UK. Reward, in conjunction with partners NatWest Group, were awarded the Industry Achievement Award 2023 at the prestigious Card and Payments Awards. In 2026, Reward was also recognised as a Great Place to Work UK, ranking #41, and was named on Great Place to Work UK’s Best Workplaces for Development™ List, placing #37 in our first year of entry.

Role Summary

The Talent Acquisition Partner sits within the People & Talent function and plays a pivotal role in enabling Reward’s long-range plans (LRP), organisational growth ambitions, and future workforce capability. Reporting to the Head of People & Talent, this role is responsible for shaping and delivering strategic and operational talent acquisition activity that supports business scalability, transformation, and sustained commercial performance.

The primary focus of this role is the recruitment of high-quality technology talent, primarily within the Belfast market, alongside supporting global hiring as Reward continues to scale and expand its international footprint, with a strong emphasis on technology, software development, DevOps, UX/UI and product roles. In addition, the role provides flexible support across data, commercial, operations, and broader business functions during periods of peak demand, annual leave, or changing business priorities.

Acting as a trusted partner to leaders across the business, the Talent Acquisition Partner combines hands-on recruitment delivery with workforce planning, market intelligence, and talent strategy to ensure Reward attracts, engages, and retains the capability required to deliver its long-term objectives. Operating in a fast-paced and evolving fintech environment, the role requires strong adaptability, commercial awareness, and the ability to balance immediate hiring needs with long-term workforce planning.

Responsibilities & Measures of Success

Strategic Talent Acquisition & Workforce Planning

Lead talent acquisition activity aligned to Reward’s long-range plans (LRP), organisational priorities, and future capability requirements, ensuring hiring strategies directly support business growth, scalability, and transformation objectives. Partner with senior leaders to shape workforce planning, organisational design, and hiring strategies with a particular focus on building sustainable technology capability in the Belfast market. Provide talent intelligence, market insight, salary benchmarking, and hiring analytics to inform strategic decision-making, while proactively identifying workforce risks, succession gaps, and future capability needs to support long-term organisational success.

Measured by:

• Delivery of hiring plans aligned to Reward’s long-range business objectives and workforce priorities
• Strength of workforce planning alignment across technology, product, and broader business functions
• Quality and impact of market intelligence and hiring recommendations
• Early identification and mitigation of talent risks and capability gaps, particularly within technical hiring

End-to-End Recruitment Delivery

Own and deliver full-cycle recruitment across Reward’s core hiring areas, with primary accountability for technology, engineering, DevOps, and product roles within the Belfast market. Ensure high-quality hiring outcomes aligned to business priorities, timelines, and service expectations. Lead structured, inclusive, and data-informed assessment and selection processes, delivering a seamless recruitment lifecycle from role scoping and market mapping through to offer and onboarding transition. Demonstrate flexibility to support additional hiring across data, commercial, operations, and corporate functions during periods of demand or team capacity constraints. Maintain strong governance, operational efficiency, and consistency in hiring standards across all activity.

Measured by:

• Achievement of time-to-hire, time-to-offer, and quality-of-hire targets across core and flexible hiring areas
• Hiring manager and candidate satisfaction across the recruitment lifecycle
• Strength and quality of technical talent pipelines within the Belfast market
• Consistency, fairness, and effectiveness of assessment and selection processes
• ATS accuracy, process compliance, and recruitment governance standards

Stakeholder Partnership & Business Impact

Build credible and influential relationships across Reward, acting as a trusted advisor on hiring strategy, workforce capability, and talent market conditions. Partner closely with engineering, product, and technology leaders to shape hiring priorities and improve hiring effectiveness across technical teams. Coach and influence hiring managers to enhance interview quality, decision-making consistency, and overall recruitment capability. Act as a key connector between business leaders, People & Talent, and external talent markets to ensure hiring activity supports broader organisational and cultural objectives.

Measured by:

• Hiring manager satisfaction and stakeholder feedback
• Improvement in hiring manager capability and consistency in recruitment practices
• Effectiveness of cross-functional collaboration within technical and non-technical teams
• Contribution to broader organisational capability and workforce planning initiatives

Talent Attraction, Market Engagement & Continuous Improvement

Develop and execute proactive talent attraction and direct sourcing strategies focused on building strong, sustainable pipelines. Strengthen Reward’s employer brand presence within fintech and technology communities through networking, talent engagement, and external market representation. Use recruitment data, market intelligence, and talent insights to continuously improve sourcing effectiveness, hiring outcomes, and workforce planning decisions. Drive continuous improvement across recruitment processes, systems, reporting, and operational workflows to enhance scalability, efficiency, governance, and candidate experience.

Measured by:

• Increased direct sourcing effectiveness and reduced reliance on external agencies
• Strength and sustainability of technical talent pipelines in Belfast
• Employer brand visibility within relevant technology talent communities
• Improvements in recruitment efficiency, pipeline conversion, and hiring quality metrics
• Process enhancements that improve scalability, consistency, and candidate experience

Requirements

• Proven talent acquisition experience within technology, fintech, SaaS, or high-growth environments, with strong experience hiring across engineering, software development, DevOps, and product roles
• Strong stakeholder management and influencing capability, with the ability to partner effectively with senior leaders in technical and non-technical functions