Talent Acquisition Specialist

Role Overview

This position sits within the Group Talent Acquisition function and is focused on proactively building a pipeline of high-calibre candidates for both immediate vacancies and future hiring plans. Each day involves a mix of direct candidate outreach, market research, preliminary interviews, and the analysis of recruitment data to guide better sourcing decisions. The work matters because it directly determines the quality and speed of hiring across multiple business units, especially for specialist, technical, and management roles that are difficult to fill through standard advertising alone.

Key Responsibilities

• Proactively identify and approach candidates using LinkedIn Recruiter, job boards, professional networks, referral schemes, and other digital sourcing channels.
• Develop and maintain talent pools for current openings and anticipated future hiring needs across the entire Group.
• Target passive candidates who are not actively job hunting, particularly for senior, technical, and specialised positions.
• Conduct market mapping exercises to understand the talent landscape within relevant industries and competitor organisations, using the findings to inform sourcing strategy.
• Review candidate profiles against role requirements and conduct initial phone or video conversations to assess motivation, experience, availability, and overall fit.
• Prepare candidate longlists, shortlists, and summary profiles that support hiring managers in making well-informed decisions.
• Track recruitment metrics such as vacancy status, time to fill, source effectiveness, and pipeline conversion, then compile reports and dashboards for stakeholders.
• Partner closely with the Talent Acquisition Manager, HR teams, and hiring managers to clarify requirements, agree on sourcing approaches, and ensure smooth coordination throughout the recruitment process.

Requirements & Qualifications

• A Bachelor's Degree in Human Resources, Business Administration, Psychology, Management, or a related discipline is required; additional certification in recruitment, talent acquisition, or HR analytics is a plus.
• At least five years of professional experience in talent acquisition, executive search, or recruitment consulting.
• Strong preference for candidates who have worked in a recruitment consultancy, executive search firm, or a search-oriented in-house environment.
• Proven ability to source candidates directly and engage passive talent without relying solely on job postings.
• Demonstrated experience in market mapping, talent research, and building candidate pipelines for specialist or leadership-level roles.
• Hands-on proficiency with LinkedIn Recruiter and other sourcing tools, plus familiarity with AI-based recruitment technology.
• Experience generating recruitment reports and using data analysis to identify trends and recommend improvements to sourcing strategies.
• Exposure to working across multiple industries, countries, or geographically dispersed teams is an advantage.