• 母集団形成からクロージングまでのフルサイクル採用の実行（国内外・多職種） • 採用チャネルを活用したダイレクトリクルーティング • エージェント・外部ベンダーのマネジメント • Workableを用いた候補者管理およびデータドリブンな採用改善 • 経営陣および各部門ハイヤリングマネージャーとの連携 • 面接官トレーニング・採用イネーブルメントの運用（HR Leadと共同） • 採用広報（求人票改善、媒体選定、ブランディング強化）

• Map the recruitment journey and identify priority use cases for AI agents • Define the technical architecture (agents, integrations with ATS, data and workflows) and design flows involving LLMs and human-in-the-loop • Develop prototypes/MVPs of agents for priority stages of the selection process • Integrate the agents with corporate systems (ATS, calendars, communications) and iterate based on performance • Structure the capture and analysis of process data and implement monitoring, governance and bias mitigation

• Support the full recruitment process across roles, from sourcing and screening to interview coordination and offer support. • Source candidates through a mix of channels, including LinkedIn, referrals, job boards, and proactive outreach. • Screen resumes and conduct initial candidate screens to assess basic role fit, motivation, and communication. • Coordinate interviews, scheduling, and feedback collection with candidates and hiring managers. • Maintain accurate and up-to-date candidate records in the ATS, ensuring data quality and process consistency. • Support recruiting projects and process improvements as the team scales, including candidate experience and employer branding initiatives. • Help keep hiring operations organised, responsive, and moving at pace.

• Act as the dedicated Talent Acquisition Partner for assigned business areas, with a focus on commercial functions such as Marketing, Business Development, Partnerships and related teams. • Build strong relationships with hiring managers, People Partners and business leaders to understand hiring needs, team structures, role requirements and business priorities. • Lead role briefing discussions with hiring managers, challenging requirements where needed and ensuring clear alignment on must-have skills, target markets, salary expectations, interview process and timelines. • Provide regular updates to stakeholders on recruitment progress, candidate pipelines, market feedback, risks and hiring challenges. • Act as a trusted advisor to hiring teams, offering guidance on talent availability, market competitiveness, candidate expectations and recruitment best practice. • Manage end-to-end recruitment for commercial roles across Marketing, Business Development, and Partnerships. • Build and maintain strong talent pipelines across the FX, CFD, brokerage, fintech and trading sectors. • Proactively source and engage passive candidates through LinkedIn, referrals, market mapping, talent communities, industry networks and competitor research. • Develop creative sourcing strategies for niche, senior, confidential or hard-to-fill commercial roles. • Maintain a strong understanding of competitor organisations, talent movement, regional hiring trends and commercial talent availability. • Manage the full recruitment lifecycle from role briefing and sourcing through to offer management and onboarding handover. • Prepare clear candidate summaries and recommendations for hiring managers. • Coordinate interviews with recruiters, agencies and hiring teams, ensuring timely feedback and candidate progression. • Support offer discussions by managing candidate expectations, identifying close risks and partnering with the TA Manager and People Partners where needed.