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