--- title: Recruiter at Borbalo description: Talent Acquisition Manager (Part-time) About the Role Borbalo is looking for a hands-on, outcome-driven Talent Acquisition Manager to own our hiring end to end on a part-time basis. As we expand acros --- # Recruiter **Company:** Borbalo **Location:** Tbilisi, Georgia **Posted:** 2026-08-21 **Apply by:** 2026-10-05 [Apply / View original posting](https://www.linkedin.com/jobs/view/4457319178) ## Job description Talent Acquisition Manager (Part-time) About the Role Borbalo is looking for a hands-on, outcome-driven Talent Acquisition Manager to own our hiring end to end on a part-time basis. As we expand across markets, our bottleneck is talent: we need niche technical specialists, project-based contractors, and a steady junior pipeline out of Georgian universities — sourced directly, not waited on. This is a recruiting-first role. You will own sourcing strategy, candidate pipelines, university partnerships, and the hiring process itself, with a secondary mandate to keep onboarding documentation and contractor paperwork clean and self-serve. You report to executive leadership and will have the autonomy to run hiring the way you think it should be run. Type: Part-time (~20 hours/week) Location: Hybrid (Tbilisi, Georgia) Responsibilities 1. Full-Cycle Recruitment (Core) Own full-cycle hiring for core staff and niche, project-based contractors (e.g. Maputnik vector tile designers, GPS telemetry/traffic data engineers, GIS analysts). Run targeted direct outreach across global contractor platforms, specialized technical communities, and local ecosystem networks rather than relying on passive job postings. Partner with hiring managers to write role scorecards, define must-have vs. nice-to-have criteria, and keep the loop moving — no candidate sitting in limbo. Manage the full candidate experience: screening, scheduling, interview logistics, feedback consolidation, offer negotiation, and closing. Write and refine job descriptions and outreach copy that actually get replies from senior technical people. 2. Specialized Sourcing & University Partnerships Build and maintain a proactive pipeline for hard-to-fill geospatial, mapping, and mobility-tech roles — an always-warm bench, not a scramble at requisition time. Build strategic talent funnels with top local universities (FreeUni, BTU, KIU, TSU, CU, BSU) to recruit junior tech talent and launch internship programs. Represent Borbalo in local tech communities, meetups, and university career events; grow our reputation as a place strong engineers want to work. 3. Hiring Process, Data & Reporting Own our ATS and keep it accurate: every candidate, stage, and decision logged. Track and report hiring metrics — time-to-hire, pipeline conversion, source-of-hire, offer acceptance — and use them to fix what's leaking. Deliver a concise monthly hiring update to leadership: roles open, pipeline health, upcoming risks, and where you need decisions. Design structured interview loops and scorecards so hiring decisions are comparable rather than vibes-based; coach managers on running them. 4. Onboarding Documentation & Contractor Operations (Secondary) Author and maintain standardized, self-serve onboarding documentation so new hires and short-term contractors get productive fast with minimal hand-holding. Keep a low-friction, asynchronous hiring and onboarding stack running (Notion, Slack/Lark workflows, lightweight ATS). Prepare and administer local employment contracts, international B2B contractor agreements, and EOR (Employer of Record) engagements in collaboration with legal counsel. Benchmark market compensation (USD vs. GEL structuring) so our offers land, and flag when they won't. Requirements 3+ years in recruiting — in-house or agency — within tech startups, product companies, or fast-paced growth environments. Proven niche sourcing track record: you have personally filled specialized technical roles via direct outreach, including freelancers and B2B contractors. You can talk us through pipelines you built from zero. Closing ability: comfortable running compensation conversations and closing candidates who have other options. Ecosystem & university network: active connections within Georgian university placement networks (FreeUni, BTU, KIU, TSU, CU, BSU) and local tech communities. Georgian labor & contractor literacy: practical working knowledge of Georgian labor legislation, Individual Entrepreneur (IE) and micro-business statuses, and international hiring setups. Data discipline: you keep a clean pipeline and report on it honestly, including the roles that aren't moving. Tooling proficiency: hands-on with modern ATS tools, async workspaces (Notion), and task management platforms (Linear, Jira, Asana). Languages: fluent Georgian and English (Russian is a plus). Self-directed: this is a part-time role with real ownership. You'll set your own cadence and be measured on hires made, not hours logged. Nice to Have Prior experience sourcing within mapping, geospatial, transportation, or mobility-tech domains. Familiarity with global hiring platforms (e.g. Deel, Remote). Experience launching an internship or graduate program from scratch. Employer branding experience: careers pages, technical content, community presence. --- 🔔 [Monitor similar jobs on Gurify](https://gurify.com/?utm_source=techgeo&utm_medium=jobboard&utm_campaign=monitor_similar&role=Recruiter) — get alerted when matching roles are posted in Georgia. ```json {"@context":"https://schema.org/","@type":"JobPosting","title":"Recruiter","description":"

Talent Acquisition Manager (Part-time) About the Role Borbalo is looking for a hands-on, outcome-driven Talent Acquisition Manager to own our hiring end to end on a part-time basis. As we expand across markets, our bottleneck is talent: we need niche technical specialists, project-based contractors, and a steady junior pipeline out of Georgian universities — sourced directly, not waited on. This is a recruiting-first role. You will own sourcing strategy, candidate pipelines, university partnerships, and the hiring process itself, with a secondary mandate to keep onboarding documentation and contractor paperwork clean and self-serve. You report to executive leadership and will have the autonomy to run hiring the way you think it should be run. Type: Part-time (~20 hours/week) Location: Hybrid (Tbilisi, Georgia) Responsibilities 1. Full-Cycle Recruitment (Core) Own full-cycle hiring for core staff and niche, project-based contractors (e.g. Maputnik vector tile designers, GPS telemetry/traffic data engineers, GIS analysts). Run targeted direct outreach across global contractor platforms, specialized technical communities, and local ecosystem networks rather than relying on passive job postings. Partner with hiring managers to write role scorecards, define must-have vs. nice-to-have criteria, and keep the loop moving — no candidate sitting in limbo. Manage the full candidate experience: screening, scheduling, interview logistics, feedback consolidation, offer negotiation, and closing. Write and refine job descriptions and outreach copy that actually get replies from senior technical people. 2. Specialized Sourcing & University Partnerships Build and maintain a proactive pipeline for hard-to-fill geospatial, mapping, and mobility-tech roles — an always-warm bench, not a scramble at requisition time. Build strategic talent funnels with top local universities (FreeUni, BTU, KIU, TSU, CU, BSU) to recruit junior tech talent and launch internship programs. Represent Borbalo in local tech communities, meetups, and university career events; grow our reputation as a place strong engineers want to work. 3. Hiring Process, Data & Reporting Own our ATS and keep it accurate: every candidate, stage, and decision logged. Track and report hiring metrics — time-to-hire, pipeline conversion, source-of-hire, offer acceptance — and use them to fix what's leaking. Deliver a concise monthly hiring update to leadership: roles open, pipeline health, upcoming risks, and where you need decisions. Design structured interview loops and scorecards so hiring decisions are comparable rather than vibes-based; coach managers on running them. 4. Onboarding Documentation & Contractor Operations (Secondary) Author and maintain standardized, self-serve onboarding documentation so new hires and short-term contractors get productive fast with minimal hand-holding. Keep a low-friction, asynchronous hiring and onboarding stack running (Notion, Slack/Lark workflows, lightweight ATS). Prepare and administer local employment contracts, international B2B contractor agreements, and EOR (Employer of Record) engagements in collaboration with legal counsel. Benchmark market compensation (USD vs. GEL structuring) so our offers land, and flag when they won't. Requirements 3+ years in recruiting — in-house or agency — within tech startups, product companies, or fast-paced growth environments. Proven niche sourcing track record: you have personally filled specialized technical roles via direct outreach, including freelancers and B2B contractors. You can talk us through pipelines you built from zero. Closing ability: comfortable running compensation conversations and closing candidates who have other options. Ecosystem & university network: active connections within Georgian university placement networks (FreeUni, BTU, KIU, TSU, CU, BSU) and local tech communities. Georgian labor & contractor literacy: practical working knowledge of Georgian labor legislation, Individual Entrepreneur (IE) and micro-business statuses, and international hiring setups. Data discipline: you keep a clean pipeline and report on it honestly, including the roles that aren't moving. Tooling proficiency: hands-on with modern ATS tools, async workspaces (Notion), and task management platforms (Linear, Jira, Asana). Languages: fluent Georgian and English (Russian is a plus). Self-directed: this is a part-time role with real ownership. You'll set your own cadence and be measured on hires made, not hours logged. Nice to Have Prior experience sourcing within mapping, geospatial, transportation, or mobility-tech domains. Familiarity with global hiring platforms (e.g. Deel, Remote). Experience launching an internship or graduate program from scratch. Employer branding experience: careers pages, technical content, community presence.

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