Senior Talent Acquisition Specialist

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.

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.

• 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

• 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

• 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

• 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

• 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

• 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