Talent Acquisition Partner (Mid/Senior) - Engineering

Mid / Senior Talent Acquisition Partner – Engineering

Location: Budapest, Hungary (Hybrid)
Contract: One Year - Fixed Term Contract

Salary: HUF 1,100,000 - 1,300,000 Gross
Business Area: Hawk-Eye Innovations & wider Sony Sports

About Hawk-Eye & Sony Sports

Hawk-Eye Innovations is a global leader in sports technology, delivering mission-critical systems that power officiating, broadcast, performance analysis and fan engagement across elite sport. From computer vision and real-time tracking to data platforms and replay systems, Hawk-Eye technology sits at the heart of some of the world’s most high-profile sporting moments.

Hawk-Eye is part of Sony Sports, a growing portfolio of sports technology businesses within Sony. Together, we operate at the intersection of engineering, data, broadcast innovation and performance analytics, building scalable systems used by leagues, federations, broadcasters and teams globally.

Our technology centre in Hungary plays an increasingly important role in that ecosystem. As we continue to scale, we are investing heavily in building long-term engineering capability in Budapest.

About the Role

Hi, I’m Tim Chattaway, Director of Talent Acquisition for Sony Sports.

I partner with leadership across all functions and regions to shape how we scale as a group. My focus is not just filling roles, it is building long-term capability across engineering, operations, commercial and corporate teams.

My passion has always been sourcing. I believe sourcing is a craft and a competitive advantage. The ability to identify, engage and attract the right person, often before they are even thinking about moving, is what separates good talent functions from great ones.

I also fundamentally believe that every hire has the potential to completely change a business. One exceptional individual can elevate standards, influence direction, improve performance and raise the bar for everyone around them. That belief is why we take hiring seriously and why we invest real thought into how we do it.

I’m looking for a Mid or Senior Talent Acquisition Partner to join our team in Hungary, focused on engineering hiring as we continue to grow our technology centre in Budapest.

Hungary is strategically important for us. We are scaling our engineering capability across backend, data, computer vision, DevOps, Unity, VR and frontend disciplines. This is not maintenance hiring, this is building and shaping the technical backbone behind world-class sports technology.

You’ll join a team of recruiters who genuinely understand our subject matter. We don’t operate as CV processors. We partner deeply with engineering leads, understand system architecture, know the difference between streaming vs batch data systems, and can debate trade-offs between frameworks.

We care about quality of hire, interview architecture, workforce planning and long-term capability building, not just time-to-fill.

If you’re passionate about sourcing, technical depth, and influencing beyond recruitment delivery, this role is for you.

What You’ll Be Responsible For

At its core, this role is about growing our Hungarian tech centre with intention and quality.

You’ll own engineering hiring across Budapest and support wider Sony Sports engineering needs where required. That means working closely with Backend, Data Platform and Computer Vision leads, understanding the nuances of what “good” looks like technically, and shaping processes that properly assess it.

We are particularly focused on building sustainable pipelines in Hungary. Not just reacting to vacancies, but mapping talent markets, understanding competitor landscapes, and helping us position ourselves competitively. This includes advising on compensation, seniority calibration and long-term hiring strategy.

Sourcing is a core expectation here. We are not looking for someone who sends generic InMails at scale. We want someone who enjoys the craft, someone who can build intelligent Boolean searches, explore GitHub and niche communities, identify passive engineers and create thoughtful, personalised outreach that resonates. The right person will see sourcing as a capability advantage, not an admin task.

You’ll also play a role in strengthening how we hire. That means supporting structured interview design, helping hiring managers calibrate expectations, using data such as time-to-hire and offer acceptance rates to influence decisions, and continuously improving the candidate experience.

This is a delivery role, but it’s also a strategic one. You’ll contribute to conversations about build versus consultancy decisions, workforce forecasting, and how we scale capability across multiple sports-tech verticals.

What “Great” Looks Like

You understand engineering well enough to ask intelligent questions and challenge constructively.

You care about quality of hire as much as speed.

You’re comfortable operating in a matrixed, multi-brand environment.

You take ownership, think commercially, and want to grow beyond pure recruitment delivery into broader talent strategy over time.

We want someone who genuinely enjoys tech, who’s naturally curious about how things work, keeps half an eye on new frameworks or AI because they’re interested not because they have to be, and who actually likes being around engineers and their world.

You use data to continuously improve hiring processes and work closely with hiring managers to help them understand what great looks like and where we can raise the bar.

Interview Process

We like to keep our interview process straightforward, conversational and respectful of your time.

Stage 1 – Initial Interview
You will meet with Thomas Woodhams, Senior Talent Acquisition Partner. Thomas is a key member of our team and will act as a mentor in this role. This conversation will focus on your experience in technical recruitment, your approach to sourcing, stakeholder management, and how you think about quality of hire. It is a two-way discussion and an opportunity for you to understand how we operate.

Final Stage – Leadership Conversation
The final stage will be a video conversation with me and one of our Heads of Talent. This discussion will focus more broadly on how you think about recruitment as a discipline, how you influence stakeholders, and how you would approach scaling engineering capability in Hungary.

All interviews will be conducted via video. We do not use technical sourcing tests or take-home assignments for this role. We prefer real conversations that allow us to understand how you think, how you operate, and whether we would enjoy building something together.