Head of Talent Acquisition

Role Overview

• Create the Group talent acquisition strategy, ensuring complete alignment with global scaling targets of engineering hires.
• Act as a strategic consultant to the CPO, Leadership Team, the Regional HRBPs and hiring managers, providing deep market insights and headcount risk analysis.
• Own the regional employer brand roadmap, tailoring global messaging to effectively engage and attract local engineering communities.
• Audit and optimise regional recruitment processes, using data-led insights to improve hiring velocity and quality.
• Manage the full recruitment lifecycle for complex technical and also Corporate / head office roles with total autonomy, from advanced headhunting to final offer management.
• Design and maintain proactive talent pipelines for critical technical skill sets to ensure a constant flow of candidates.
• Design and execute high-impact hiring initiatives, including Graduate Programmes and large-scale Assessment Days, to rapidly build regional capacity.

Requirements

• Proven track record of delivering high-volume engineering recruitment within a fast-paced, global tech environment.
• Managing a team of global (UK/EUR/APAC/US) TA specialists whilst acting as a recruiter yourself for Corporate head office and technical roles where required.
• Managing Contractor books (with understanding and ownership of IR35 requirements) to ensure Contractor spend is according to budget for Group and Regional President P&Ls.
• Managing and developing Agency PSLs to create hiring scale up programmes where required, in addition to team hiring.
• Extensive experience navigating the UK talent landscapes, including compensation benchmarks and local hiring nuances.
• Demonstrated success in influencing and challenging senior leadership and Regional VPs.
• Ability to hit the ground running, identifying and solving systemic regional bottlenecks without day-to-day tactical direction.
• Knowledge of Workable as an ATS, and expert proficiency in using ATS analytics and market mapping to guide recruitment strategies.
• Previous experience managing US-based recruitment and navigating the specific legal and competitive landscape of the American tech market.
• Previous experience managing EUR-based recruitment, particularly, NL, Romania, Sweden and Germany and navigating the specific legal and competitive landscape of the European tech market.
• Experience working within a global regional structure to share candidates and best practices across territories.
• Proven success in building and scaling offshore or nearshore delivery centers from the ground up in new regions.
• Expert-level proficiency in Workable; you know how to leverage its automation and reporting to drive regional recruitment velocity.

Benefits

• Competitive base salary.
• Matching pension scheme (up to 5%) from day one.
• Discretionary company bonus scheme.
• 4 x annual salary Death in Service coverage from day one.
• Employee referral scheme.
• Tech Scheme.
• Private medical insurance from day one.
• Optical and dental cash back scheme.
• Help@Hand app: access to remote GPs, second opinions, mental health support, and physiotherapy.
• EAP service.
• Cycle to Work scheme.
• 36 days annual leave (inclusive of bank holidays).
• An extra paid day off for your birthday.
• Ten paid learning days per year.
• Flexible working hours.
• Market-leading parental leave.
• Sabbatical leave (after five years).
• Work from anywhere (up to 3 weeks per year).
• Industry-recognised training and certifications.
• Bonusly employee recognition and rewards platform.
• Clear opportunities for career development.
• Length of Service Awards.
• Regular company events.