Talent Acquisition Specialist

Nofence is a Norwegian scale up who has built the world’s first virtual fencing solution for livestock . As we aim to revolutionize livestock management we will need top-notch competence in our People team, and we are now looking for a Talent Acquisition Specialist. Elevate your career with us and be at the forefront of innovation in agricultural technology! About the role Nofence is an approximately 100-person, post-Series B scale-up redefining how the world manages livestock, with commercial operations across six countries. We are growing fast, and the quality of every hire matters. Hiring at Nofence has been a genuine team effort with managers taking the lead on searches, supported by the People team. That has served us well, and we've built solid foundations. What we need now is dedicated Talent Acquisition expertise to take things further: sharper process, more consistent standards, and a specialist who can both coach our hiring managers and run searches themselves. You will lead how Nofence recruits globally: the framework, the process, the tools, and the standards. And you will get your hands dirty running full-cycle searches yourself. This is a role for someone who is equally comfortable designing an interview process, getting the most out of a recruiting system, and filling a commercial role in a market they have never recruited in before. Someone who sees the Applicant Tracking System as infrastructure, not admin, and takes initiative to improve how it's configured, adopted, and used. Someone who can walk into a room with a hiring manager, and earn their trust through judgment, data, and delivery. You will work closely with hiring managers across the business, sit within the People team, and report to the VP of People. The main responsibilities for this role will be: The Talent Acquisition framework globally You'll build and drive how Nofence recruits: intake process, assessment approach, structured interview frameworks, hiring manager guidance, and how we use our Applicant Tracking System as our system of record. These standards apply across all geographies. This means taking something that today sits largely with individual managers and shaping it into something consistent, fair, and scalable, without creating bureaucracy or slowing us down. Governance here is a change management challenge as much as it is a design one. Full-cycle recruiting You will run searches end-to-end from role scoping and sourcing strategy through to screening, assessment, offer management, and onboarding handoff. Roles will span engineering, commercial, and operations. You will manage multiple searches at once, across different countries and function types. Multi-geography sourcing and market intelligence You will develop sourcing approaches tailored to each role and market. For hard-to-fill or new-country searches, you'll know when to bring in agency partners and how to brief and hold them accountable. You willl build a working…