Senior Principal, Talent Marketing

About us Ranked in 2024 by the Financial Times as Africa's fastest-growing fintech, Moniepoint is trusted by over 10 million business and individual accounts, processing billions of dollars in transactions monthly. Having built resilient, high-volume financial infrastructure that powers commerce across emerging markets, Moniepoint is embarking on its next phase of global scale. About this role As our Senior Principal, Talent Marketing, you will be the strategic architect responsible for establishing Moniepoint's talent brand and candidate pipeline in new markets from scratch. Where Moniepoint is not yet an established consumer brand, you will solve complex talent acquisition problems by understanding how senior engineers, engineering managers, and technical leaders think, connect, and evaluate career moves across Europe. Working from a blank piece of paper with high autonomy, you will translate our global Employer Value Proposition (EVP) into localized, high-converting talent marketing strategies. You will bridge the gap between Talent Acquisition, Engineering Leadership, and Brand - combining developer community immersion, high-touch physical events, and targeted campaigns that turn brand discovery into qualified, closed engineering hires. Responsibilities 1. Zero-to-One Market Entry & Tech Hub Architecture - Define European Hub Talent Strategy: Architect and lead the talent go-to-market strategy for Moniepoint's newest engineering hubs (principally Poland and Spain), crafting localized narratives that appeal to discerning software engineers. - Anchor the 'Founding Team' Narrative: Position early European engineering cohorts as foundational builders, creating compelling narratives around technical scale, system complexity, and ownership that resonate with elite technical talent. - Navigate Market Nuances: Diagnose and navigate country-specific developer dynamics—recognizing that developer communities in Poland, Spain, and the UK behave differently and require tailored engagement models rather than copy-pasted playbooks. 2. Developer Community, Ecosystem & Event Activation - High-Impact Physical & Virtual Presence: Conceive, curate, and lead our physical presence at key developer conferences, engineering meetups, hackathons, and university partnerships across target markets.

- End-to-End Pipeline Activation: Ensure events are never vanity exercises; architect end-to-end follow-up systems and talent nurture funnels that convert event attendees into active, screened pipelines for our TA partners. - Developer Platform Immersion: Leverage deep knowledge of where engineers consume information (e. g. , GitLab/GitHub communities, tech forums, Discord/Slack groups, Meetup, Eventbrite) to drive authentic engagement. 3. Strategic Hiring Campaigns & Technical Enablement - Targeted Campaign Architecture: Partner with TA leads and Engineering Directors to identify acute hiring bottlenecks and build agile, multi-channel marketing campaigns that address specialized, hard-to-fill tech disciplines. - Technical EVP Translation: Translate technical architecture, distributed systems challenges, and fintech infrastructure realities into authentic, intellectually rigorous technical messaging that outshines local competitors. - Recruiter Enablement & Narrative Toolkits: Equip our technical sourcing and recruitment teams with high-leverage narrative assets—outbound pitch decks, technical one-pagers, culture collateral, and messaging sequences that double recruiter outreach conversion. 4. Performance, Analytics & Optimization - Hiring-Centric Metrics: Discard vanity metrics. Evaluate every initiative against pipeline contribution, qualified applicant rates, candidate quality score, cost-per-hire, and time-to-fill. - Budget Oversight: Own and allocate dedicated talent marketing budgets with extreme commercial discipline—scaling programs that drive measurable hires and rapidly decommissioning initiatives that underdeliver.