Senior Talent Acquisition Specialist

Senior Talent Acquisition Specialist About our client Our client is a fast-growing investment group with teams across technology, investment and operations. Today, most of their senior hiring goes through external headhunters. They want to change that by building a strong internal recruiting capability, and this role is the first step.

The role You’ll own senior hiring across the group, around 10-15 senior hires per year in tech, investment and operations. You’ll report to the Head of HR and work directly with the founders and the COO. This is not a role about running an existing system. You’ll build the hiring engine from scratch and have a real say in who joins the company.

What you’ll do Build market maps for each role and identify the best passive candidates Run the full cycle: sourcing, outreach, interviews, offer and closing Challenge hiring managers when a brief doesn’t hold up, and help them sharpen it Handle offer negotiations, counter-offers and candidate hesitation Run several senior searches in parallel Reduce the company’s dependence on external agencies What our client is looking for Proven experience running senior searches (Director / Head-level) from zero pipeline to signed offer Strong direct sourcing skills.

You find people, you don’t wait for them to apply A track record of specific senior hires you closed personally, and you can walk through them in detail Confidence with stakeholders. You push back when needed and keep the process moving Solid closing skills, including counter-offers Nice to have Background at a top executive search firm or high-quality recruitment boutique Experience in both agency and in-house settings Exposure to hiring in tech, fintech or investment Experience hiring across multiple countries Experience building or improving recruiting processes This role is probably not for you if Your experience is mostly high-volume recruiting You rely mainly on inbound applications or agencies You haven’t owned a hiring process end to end Success looks like First 3 months: you own active roles, have built pipelines through direct sourcing and delivered your first shortlists By month 6: 2–3 senior hires closed end to end By month 12: you fully own senior hiring across the group and are a trusted partner to leadership The process Interview with the Head of HR Interview with a Senior TA, including a live sourcing exercise Online cognitive and behavioural assessment Final round with the COO plus a case study based on a real past search