Talent Acquisition Lead

As MR MARVIS grows across Europe, we're hiring  we need a Talent Acquisition Lead to build the engine behind it. This role is for someone who still loves the thrill of hands‑on recruiting, and who wants to build a smarter, smoother way of doing it.

MR MARVIS is an Amsterdam-based menswear brand, dedicated to creating the perfect shorts, trousers and tops. As a Certified B Corporation, we’re proud to be part of a community of companies working together for change, and taking part in collective action to advocate for a shared goal of a global economy that benefits people and the planet.

What started in 2016 with three founders has now grown into a team of 300+ people representing 40+ nationalities. Having established a strong online presence across Europe, we’re now growing our international retail network. Today, you’ll find us in cities such as Amsterdam, Berlin, Paris and London.

We make slow fashion, with timeless design and craftsmanship at the centre. We are dedicated to doing better every day, creating value for our team, our suppliers, our customers, and everyone who interacts with our business.

• Lead our Talent Acquisition strategy:
  Help shape how we attract and hire great people, from priorities to ways of working, and keep making the team better at it.

• Lead and grow your team:
  Guide two Recruiters through regular one-to-ones, workload planning and hands‑on coaching. Give them room to take ownership, and step in when they need you.

• Build partnerships that matter:
  Work side by side with hiring managers, Directors, senior leaders and HR Business Partners.

• Advise and challenge on role profiles, selection and hiring decisions, and coach your team to build equally strong relationships.

• Stay close to the action:
  Personally own selected key and leadership hires from first conversation to signed offer. You’ll carry a lighter load of open roles by design, leaving you space to lead and improve.

• Drive performance and improvement:
  Use hiring data and market insight to spot risks early, balance team capacity and sharpen hiring decisions. When something keeps going wrong, whether it’s a process, a tool or a habit, you fix it rather than work around it.

• Plan for what’s next:
  Build relationships across the business to anticipate future hiring needs, grow talent pipelines in advance and keep the team ready for whatever comes next.

Essential

• Real recruitment experience: A solid track record in end‑to‑end recruitment, gained in a fast‑moving startup or scale‑up, with some time in a larger company too. You’ve seen both worlds.

• Leadership experience:
  You’ve coached, mentored or managed recruiters, and helped them grow into confident, independent professionals.

• A trusted voice at the table:
  You’re comfortable advising and challenging hiring managers and senior leaders, not just taking a brief and running with it.

• Hands‑on by choice:
  You’re happy to roll up your sleeves on complex or senior hires, from the first briefing and sourcing through to the offer. Recruiting still gives you energy.

• Commercial and data‑savvy:
  You use hiring data, market insight and business context to set priorities, spot problems and make better decisions.

• Ownership mindset:
  You notice recurring problems, take responsibility and put them right.

• A history of making things better:
  You’ve improved interview processes, tools, reporting, candidate experience, applicant tracking systems or ways of working.

Nice to have

• Retail, e‑commerce or direct‑to‑consumer experience:
  You know the pace and variety of hiring across stores, head office and digital teams.

• Forward‑looking talent planning:
  You’ve looked beyond today’s vacancies to future hiring needs and built talent pipelines in advance.

• Employer brand…