Junior Talent Acquisition Specialist Job Amsterdam area,North Holland Netherlands,HR/Recruitment

You don't just fill seats; you build the culture! You’re someone who likes people, gets curious about what makes them tick and enjoys bringing the right person and the right team together. You’re not afraid to pick up the phone, ask the extra question or tell a hiring manager that the role briefing needs a little more work.

At EVENTIM
, we help bring live experiences to life across the Netherlands and Belgium. Every day, fans and promoters use our ticketing and e-commerce solutions to discover, buy and enjoy tickets for concerts, theatre, festivals, sports, comedy and cultural events.

Behind all of that are people with very different skills: engineers, security specialists, commercial colleagues, customer service agents, marketeers and many more. As our Talent Acquisition Specialist, you will help us find those people and give them a recruitment experience that makes them want to join us. Because great events start with great people.

This role is about helping us get better. Recruitment has recently been spread across the People & Culture team, and we want to create a clear, personal and consistent candidate experience again. You will have the freedom to make things happen, with the Director People & Culture and the People & Talent team close by when you need context, a second opinion or a decision.

What

you’ll be working on

You will own the end-to-end recruitment process, while also helping us create the kind of process we can be proud of. You will normally manage up to five open roles at a time, with occasional peaks of seven to ten roles, while working on:

Finding the right people. You will take job descriptions from "what do we actually need?" to "we have found the person we want". That means working with hiring managers, searching in the right places, speaking with candidates and keeping everyone moving.
Creating excitement about joining us. You will be one of the first people candidates meet will help them understand the role, the team and the opportunity, and make sure they feel seen, even if things don’t work out.
Making recruitment better. You will help us create better job descriptions, clearer processes, useful reporting and fewer loose ends. You will also find smart ways to use tools and AI, without handing the whole process over to a robot.

Day-to-day, you’ll be:

Sitting down with hiring managers to work out what they need and helping them get excited about the talent they are looking for.
Writing vacancy texts that make talent want to read further and understand why the role matters.
Finding candidates through professional networks, direct search, referrals, job boards and the places where the right people spend their time.
Having initial phone screenings with candidates to understand their past experiences, what they are looking for and whether there could be a mutual fit.
Proactively and seamlessly coordinating interviews to ensure candidates and hiring managers are always aware of the next steps.
Giving candidates a straight, respectful and timely experience, even when the answer is no.
Preparing a clear hiring and offer recommendation for the hiring manager and/or Director People & Culture. They make the final call.
Keeping the ATS and recruitment information tidy enough that we can trust what we are looking at.
Spotting where the process gets stuck and fixing the practical things that slow everyone down.
Learning enough about the technical side of things from engineering, infrastructure, security, SRE and other specialist roles to ask good questions and run a thorough search.

The tools and technology we use

Recruitment systems: You will work with our applicant tracking system (ATS) and sourcing tools. Recruitee or another ATS is helpful;
Workday Recruiting experience would be a big plus as we expect to move towards Workday Recruiting within the next 12 to 18 months.
Recruitment data: You will use ATS, sourcing and recruitment data to see what is working, where candidates drop out and where a hiring process is taking too long. Experience with Linked In Recruiter is helpful, but curiosity about the data matters most.
Tools and AI: You should be comfortable trying new tools and using AI for…