Talent Acquisition Specialist

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 at EVENTIM. You 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 LinkedIn Recruiter is helpful, but curiosity about the data matters most.

• Tools and AI: You should be comfortable trying new tools and using AI for sensible things such as sourcing research, first drafts, process analysis and reporting. You still check the output, protect confidential information and use your own judgement.

A few ways to be great in this role

• You bring experience with recruiting technical roles such as Python engineers, SRE, infrastructure, security or comparable tech profiles.

• You also have experience with recruiting for non-tech roles such as Business Development Managers, Marketing Specialists, Financial Controllers, Client Success Executives or comparable profiles.

• You’re organised, care about making the recruitment process work better and can prioritise up to five open roles without losing track of the people involved. You can also keep your head when the number temporarily rises to seven or ten.

• You use recruitment data to support your decisions and improve the process.

• You are curious about tools and AI and have the common sense to use both properly: to work smarter, while keeping human judgement and confidentiality at the centre.

This is you

• You have around 2 to 3 years of recruitment experience in a People & Talent environment.

• You’re fluent in English, written and spoken. Dutch is helpful but not essential.

• You know your way with tools like Recruitee, Workday Recruiting or another modern ATS.

• You have a basic understanding of HR, recruitment and employment practices in the Netherlands and Belgium, or the motivation to learn them quickly.

• You enjoy diving deeper into employer branding and recruitment marketing. The right candidates do not just pop up - you know how to find and engage them.

• You have the confidence to work independently, make a recommendation and ask for help when something is outside your knowledge or skill.

• You are happy to travel regularly between Amsterdam and Groningen, and occasionally to Antwerp when recruitment requires it.

What we’ll offer you

• A committed, open and international People & Culture team that gives you room to take ownership;

• A MacBook and the equipment you need to do your best work;

• 27 vacation days, a pension plan with an employer contribution, travel reimbursement from 10 km and a bike-lease option;

• Stick around, get rewarded. We celebrate your 5 year and 10+ year work anniversaries with a generous cash bonus.

• A hybrid way of working, with our offices in Amsterdam, Groningen and Antwerp and two remote-working days per week after onboarding;

• Access to OpenUp, career opportunities and training/coaching through Goodhabitz;

• Regular team lunches, Friday drinks, internal events, company parties and the possibility to visit events outside working hours.

About EVENTIM

We are EVENTIM: Europe’s number one ticketing and live entertainment company, selling more than 300 million tickets annually across more than 25 countries. Across the Benelux, we support organisers and venues of all sizes - from festivals such as Wildeburg, Best Kept Secret and Dekmantel, to sports events like Libéma Open, theatre productions including Holiday on Ice and Willem van Oranje, and cultural venues such as Paradiso and Doornroosje. Our work helps organisers deliver events and helps fans find experiences they will remember.

The people behind that work are as varied as the events themselves. One day you might be talking to an engineer in Groningen; the next you might be working on a commercial or operational role somewhere else in the organisation. That variety is part of the fun and part of what makes this role, and you, matter.