About Behavox

Behavox is a cloud-native AI company providing an integrated controls platform for global banks, asset managers, hedge funds, private equity firms, insurance businesses, and commodity firms. The platform unifies communications and trade surveillance, compliant archiving, policy management as well as front-office analytics on a single, AI-native technology stack, delivered as a globally scalable SaaS-based cloud service.

At Behavox, our engineering culture is built around speed, experimentation, and technical excellence, following agile principles and rapid iteration. We constantly test and adopt the latest cloud technologies and AI tooling, optimising for fast feedback loops and execution. We look for people who can move fast, challenge conventional wisdom, and who want to work at the frontier of modern AI, SaaS platforms, and distributed systems.

Behavox is a high-performance organisation with a strong bias toward delivery, ownership, and responsibility. We commit, and we execute. We are building systems that are complex, mission-critical, and global in scale; systems that many consider too large or too difficult. To do that, we seek the smartest, most technically capable engineers and technologists who take end-to-end responsibility and want to win by building what others cannot.

Founded in 2014 and backed by SoftBank Vision Fund, Behavox is headquartered in London, with offices worldwide, including New York City, Montreal, Seattle, Singapore, and Tokyo.

About the Role

The Talent Acquisition Partner 3 independently executes end-to-end recruitment for a mix of technical and non-technical roles across multiple regions. The role owns full-cycle hiring activities from requisition intake through offer, ensuring positions are filled with qualified candidates aligned to defined role requirements and relevant local market conditions.

This position operates with defined ownership over assigned requisitions, partnering directly with Hiring Managers to translate business needs into clear hiring requirements and executable recruitment plans. The role manages sourcing, candidate pipelines, interview coordination, and hiring decisions within established frameworks, applying regional market insight to support effective assessment and selection.

The role’s impact is reflected in timely, dependable hiring that enables teams across regions to meet operational and delivery needs. Consistent execution, accurate candidate evaluation, and effective Hiring Manager partnership help reduce hiring delays, manage talent supply risks, and ensure staffing needs are met in line with business priorities.

What You'll Bring

1. End-to-end recruitment lifecycle knowledge – Understanding of requisition intake, sourcing, assessment, offer, and close processes across technical and non-technical roles.
2. Multi-region talent market dynamics – Knowledge of hiring conditions, talent availability, and role competitiveness across different geographies.
3. Hiring requirement definition – Knowledge of how to elicit, document, and validate role expectations, success criteria, and interview focus areas with Hiring Managers.
4. Interview and selection practices – Knowledge of structured interview methods, assessment criteria, and consistent candidate evaluation approaches.
5. Recruitment compliance and data handling – Knowledge of applicable hiring policies, data privacy requirements, and documentation standards across regions.

What You'll Do

1. Full-cycle requisition execution – Owns and delivers hiring workflows from requisition intake through offer acceptance for assigned roles across regions.
2. Hiring Manager partnership – Works directly with Hiring Managers to align on role requirements, candidate profiles, and interview plans.
3. Candidate sourcing and screening – Sources, screens, and advances candidates across diverse role types and geographies to maintain qualified pipelines.
4. Interview process execution – Coordinates interviews, gathers structured feedback, and progresses candidates based on agreed evaluation criteria.
5. Recruitment system utilization – Maintains accurate applicant tracking system records, candidate status updates, and hiring documentation to support reporting and compliance.

What We Offer & Expect

1. The opportunity to work on a global, mission-critical AI platform alongside the best engineers and technologists across multiple geographies.
2. A role with real ownership and impact, building complex systems at scale in an environment that values speed, experimentation, and technical excellence.
3. A highly attractive benefits package, including competitive cash compensation, an equity award aligned with long-term value creation, and comprehensive health insurance for employees and their families.
4. Modern, comfortable offices in Montreal nd Toronto, with an expectation of working from the office 1 day per week, reflecting our belief in strong in-person collaboration, while remaining flexible to accommodate remote work for those who live far away from the office locations.
5. A generous time-off policy of 30 days annually, plus public holidays and sick leave, recognising the importance of sustained high performance.

About Our Process

Our selection process is designed to rigorously assess a candidate’s depth of technical knowledge, problem-solving ability, and alignment with Behavox’s mission and core values.

As part of the process, candidates will first participate in a series of interviews focused on evaluating their technical expertise and engineering judgment. Candidates who successfully progress through these interviews will then be invited to complete a live technical exercise with a group of Behavox engineers and engineering managers. The purpose of this live technical assessment is to validate the candidate’s stated technical competencies and assess their ability to solve complex problems with speed, accuracy, and sound engineering judgment. Note that whenever possible, we aim to conduct interviews in person at our offices.

We recognise and respect the time candidates invest in this process. In return, Behavox commits significant time and resources to ensure that those who join us have the capability, judgment, and alignment required to operate at the speed and level of complexity our work demands. We value efficiency and clarity on both sides; if at any point we determine that a candidate is not a fit, we reserve the right to immediately conclude the interview or the technical assessment.

Please note the following:

• A core objective of the process is to objectively assess individual knowledge and competencies. The use of AI tools or external assistance during live interviews or technical exercises is strictly prohibited (unless explicitly instructed otherwise) and will result in immediate disqualification.
• Interviews and technical sessions may be recorded for internal review to support fairness, consistency, and collaborative decision-making within the hiring team.