Technical Talent Acquisition Lead

You Bring: HR degree or equivalent qualification. 8+ years of recruitment experience with a strong focus on technical recruitment. Demonstrated success recruiting senior, specialist, leadership, and scarce technology talent. Previous experience leading, mentoring, or managing Talent Acquisition professionals. Strong understanding of Software Engineering, DevOps, Cloud, Security, Infrastructure, Data, Architecture, Product, and Technical Leadership roles.

Proven experience in direct sourcing, headhunting, talent mapping, and talent pipeline development. Experience partnering with executive stakeholders, technology leaders, and hiring managers. Experience using ATS, CRM platforms, AI recruitment tools, talent intelligence platforms, and recruitment analytics solutions. Experience within a high-growth technology environment preferred.

Interpersonal skills and ability to communicate professionally. Experience in the continual development of talent pipelines and sourcing potential candidates. Firm understanding and implementation of recruiting metrics to drive decision-making is essential. Previous experience developing and executing recruiting marketing and branding strategies.

What You’ll Do: Strategic Technical Talent Acquisition Lead the end-to-end recruitment process for critical, niche, and senior technical positions across the business. Conduct talent mapping and competitor market research to identify future hiring opportunities and risks. Actively source current and future technical talent through various channels, including LinkedIn, GitHub, Stack Overflow, referrals, networking events and industry communities.

Develop and maintain relationships with passive candidates and high-potential technical talent. Provide market insights, salary benchmarking and talent intelligence to hiring managers and leadership teams. Anticipate future talent requirements and develop talent attraction plans to support workforce planning initiatives.

Network with industry contacts and association memberships to source the best quality candidate. Be actively involved in discussions regarding the Recruitment brand in the market and participate in recruitment marketing strategy discussions. Drive innovation in sourcing, attraction, assessment, and candidate engagement methodologies.

Develop and maintain talent pipelines for: Software Engineering DevOps Cloud Infrastructure Security Data & Analytics Architecture Product Technical Leadership Recruitment Delivery Conduct competency-based and technical screening interviews. Assess candidate suitability against technical and behavioural requirements. Present high-quality candidate shortlists to hiring managers.

Coordinate and facilitate interview processes, ensuring a positive candidate experience. Drive recruitment processes to ensure vacancies are filled within agreed service levels. Facilitate offer management, negotiations and candidate engagement throughout the hiring process. Manage candidate communication and ensure all applicants receive timely feedback.

Ensure all recruitment administration, interview records, reference checks and recruitment documentation are maintained accurately on the system and back-ups are done. Proactively seek market intelligence to gain a competitive advantage in attraction, assessment and sourcing methodologies. Champion fair, inclusive and unbiased recruitment practices.

Support BET Software's diversity and inclusion objectives through targeted sourcing and attraction initiatives. Ensure equitable assessment and selection practices throughout the recruitment process. Technical Recruitment Leadership Serve as the go-to expert on technical recruitment methodologies, talent trends and sourcing strategies.

Mentor and coach Technical Recruiters and Talent Acquisition team members on technical hiring best practices. Identify and implement innovative sourcing techniques and recruitment technologies. Lead approved technical recruitment projects and initiatives. Continuously evaluate recruitment processes and recommend improvements to increase efficiency and effectiveness.

Support the National Talent Acquisition Manager in developing recruitment strategies and workforce planning initiatives. Ensure delivery and deadlines are centre of mind, continuously following up with executing with the Senior TAS and TAS Team Members. Represent BET Software as a brand ambassador within the technology community.

Contribute to recruitment marketing campaigns and technical talent attraction initiatives. Develop and nurture technical talent communities to support future hiring needs. Personally manage senior, specialist, confidential, and business-critical technology vacancies. Ensure vacancies are appropriately prioritised and managed according to business requirements and SLAs.

Monitor vacancy progress, ageing requisitions, recruitment risks, and delivery performance. Conduct regular recruitment reviews with team members and hiring stakeholders. Support and guide team members on sourcing approaches, candidate assessment, offer management, and stakeholder engagement. Resolve recruitment delivery challenges and remove barriers impacting hiring outcomes.

Ensure recruitment data, records, and system information are maintained accurately. Balance recruitment quality, candidate experience, compliance, speed, and cost efficiency. Stakeholder Management Build and maintain strong relationships with Engineering Leaders, Development Managers and Technical Hiring Managers. Provide recruitment expertise and consultative guidance throughout the hiring process.

Translate business requirements into effective talent acquisition strategies. Collaborate with People Partners, Talent Acquisition colleagues and business leaders to ensure alignment between hiring needs and recruitment delivery. Analytics and Reporting Monitor and report on technical recruitment metrics and pipeline health.

Analyse recruitment trends and identify opportunities for continuous improvement. Monitor and analyse: Time to fill, Quality of Hire, Source effectiveness, Offer Acceptance Rates, Pipeline Health, Recruitment Productivity, Candidate Experience Metrics, Diversity and Employment Equity outcomes. Provide regular updates and market intelligence reports to the Talent Acquisition Manager and relevant stakeholders.

Identify recurring trends, risks, and process improvement opportunities. Use analytics to improve sourcing effectiveness, capacity planning, and hiring outcomes. Track progress against recruitment KPIs and service level agreements. Leverage use of AI, PowerBI, Confluence and other tools to enhance and maintain the recruitment process..

Living the Spirt: Bring fresh ideas and innovative recruitment approaches to attract top talent. Drive an efficient recruitment process to fill roles quickly and effectively. Build strong relationships with hiring managers, agencies, and key stakeholders. Take ownership, show initiative, and find solutions to recruitment challenges.

Create an inclusive, positive, and engaging candidate experience. Work collaboratively across teams to achieve hiring goals. Use recruitment data and feedback to continuously improve results. Embrace new opportunities with enthusiasm, adaptability, and a people-first mindset. The Company We Keep: At BET Software, we don't just recruit talent, we cultivate it.

Our learning and development programmes, our various opportunities for growth, and our well-deserved incentives are what keep our All-Star Team the best amongst the rest.