Talent Acquisition Team Leader

Role purpose

This role combines hands-on recruitment with day-to-day leadership of a team of Corporate Services and Technology Talent Acquisition Managers. Approximately half of the role holder's time will be spent personally recruiting. The other half is dedicated to leading the team: driving executional excellence, building team capability and capacity, managing senior stakeholder relationships across the business, and feeding real-time market insights back into the business. The key purpose is to get things done, raising the bar on delivery, and making the team sharper through coaching, accountability, and first-hand market knowledge.

Key responsibilities

1. Team Leadership & Executional Excellence

• Lead, coach, and hold accountable a team of Corporate Services and Technology Talent Acquisition Managers, ensuring consistent delivery against hiring targets.
• Run daily/weekly operational cadences: pipeline reviews, requisition prioritisation, blocker removal, and activity tracking.
• Set clear expectations for individual and team output, monitor performance closely, and address underperformance quickly and constructively.
• Ensure process discipline across the team: ATS hygiene, interview standards, candidate communication timelines, and offer management.
• Step in on team members' difficult searches when needed — unblock stalled requisitions, join technical stakeholder calls, or co-source for hard-to-fill specialist roles.

2. Senior Stakeholder Management

• Build and maintain trusted, credible relationships with senior stakeholders across the business — particularly Function Heads across Corporate Services and Technology — acting as their primary point of contact for senior hiring activity.
• Partner with senior hiring leaders to shape workforce plans, define role briefs, agree candidate profiles and assessment approaches, and set realistic expectations on timelines, market availability, and compensation.
• Provide direct, advisory-quality counsel to senior stakeholders — constructively challenging where briefs are unrealistic, recommending alternative approaches, and influencing hiring decisions based on first-hand market evidence.
• Manage escalations, sensitive searches, and confidential appointments with discretion, ensuring senior stakeholders feel supported and well represented throughout the process.
• Represent the Talent Acquisition function in senior forums and leadership reviews, communicating hiring progress, risks, and market context in a clear, business-focused way.

3. Team Capacity Building

• Identify skill gaps across the team and deliver targeted, practical coaching on sourcing techniques, candidate engagement, objection handling, and stakeholder management.
• Onboard new team members effectively, ensuring they ramp up quickly and understand team standards.
• Build team resilience and cross-coverage so that workload spikes, absences, or attrition do not derail delivery.
• Own capacity planning: balance requisition allocation across the team based on complexity, volume, and individual strengths.
• Foster a performance-driven, collaborative team culture where knowledge sharing and mutual support are the norm.

4. Market Reality & Insights

• Leverage first-hand recruiting activity to provide the team and business stakeholders with current, practical market intelligence on technology talent availability, compensation expectations, and competitor hiring patterns.
• Share market feedback in real time with hiring managers — including realistic timelines, salary benchmarking for technology roles, and candidate expectations around remote working, tech stack, and career progression — to ensure alignment and faster decision-making.
• Brief the team regularly on market shifts so they can adjust sourcing strategies and candidate messaging accordingly.
• Flag emerging risks or opportunities (e.g., competitor tech layoffs, talent shortages in specific skill areas, or emerging technology hubs) to leadership proactively.

5. Hands-On Recruitment — Technology & Corporate Services

• Execute the full recruitment cycle from sourcing through to offer and onboarding.
• Source, engage, and assess candidates using direct approaches, executive networks, referrals, specialist job boards, GitHub, LinkedIn, and professional and industry networks.
• Manage stakeholder relationships for personally owned requisitions, including IT hiring managers and engineering leads as well as Function Heads across Corporate Services functions.
• Maintain high-quality pipeline activity and personal hiring metrics at the same standard expected of team members.
• Use personal recruitment activity to stay close to both the technology and senior Corporate Services talent markets, identifying trends, talent availability shifts, and competitor movements in real time.

What we are looking for

• 5+ years’ experience in Talent Acquisition, with proven people leadership exposure.
• In-house corporate Talent Acquisition or executive search experience, with a clear track record of personally filling roles with successful candidates.
• Demonstrable hands-on experience hiring talent in Corporate Services and/or Technology space: for example, software engineering, data, infrastructure, cybersecurity, or architecture roles — including direct sourcing through GitHub, LinkedIn, and specialist channels or recruiting senior Corporate Services roles across functions such as Finance, HR, Legal, Marketing & Communications, Operations, Procurement, or Strategy.
• Proven ability to build and maintain credible relationships with senior stakeholders — Function Heads — including constructively challenging unrealistic briefs and influencing hiring decisions with market evidence.
• Track record of running operational cadences (pipeline reviews, requisition prioritisation, performance tracking) and driving consistent delivery against hiring targets across a team.
• Experience coaching and developing recruiters — identifying skill gaps, providing practical, hands-on coaching, and addressing underperformance directly and constructively.
• Strong process discipline: confident user of ATS platforms with high standards around data hygiene, interview rigour, candidate communication, and offer management.
• Hands-on, delivery-focused mindset: comfortable carrying personal requisitions while leading a team, and willing to step in on difficult searches when needed.
• Fluent English.

What we offer

• Competitive salary that reflects your experience and the value you bring.
• Flexibility that fits your life — work from home, from our office, or a mix of both. You decide what works best.
• Flexible benefits package — choose the options that suit your life, not a one-size-fits-all bundle.
• A genuinely good place to work — an informal, collaborative culture where ideas are heard and bureaucracy stays out of your way.
• Continuous learning — ongoing training, education programs, and the support to deepen your expertise in a fast-moving industry.
• Connection beyond your desk — events that bring our teams together to network and celebrate.
• Global exposure — work side by side with talented colleagues from all over the world, across a business serving clients in 100+ countries.