Talent Acquisition Partner

Location: Hybrid remote/Aldgate, London - onsite 1-3 days per week

Salary: £55,000-£70,000
SC Clearance Requirements:

Due to working with several government bodies, SC clearance is required for this position. You do not need active SC clearance as we will undertake checks upon you joining, but you must be eligible to pass SC clearance
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You must be UK based.

You won't just fill your own vertical. You'll own it: the pipeline, the hiring leader relationship, and at least one initiative that outlasts any single requisition.

Cloudscaler is 130 people today, heading to 170 by the end of this year and roughly double again across 2027. Talent Acquisition is being rebuilt around a new Talent Acquisition Manager, with a team of three to five Partners forming from close to a standing start.

You'll be one of the first people in that team, which means the vertical you're given is genuinely yours to shape. Nobody has already worked out what good looks like for it.

A lot of Talent Acquisition Partner roles are really a narrow desk: work the reqs you're given, hand off at offer, move to the next one. Here is where this role goes further.

• Instead of a desk you're assigned, a technical vertical you own end to end

• Instead of requisitions handed to you, direct-sourcing pipelines you build yourself

• Instead of recruitment only, recruitment plus a real TA initiative, including early careers

• Instead of being handed off at offer, a clean handover into onboarding, and a relationship with the hiring leader that continues

You'll sit in the Talent Acquisition team reporting to the Talent Acquisition Manager, alongside two to four other Partners. You'll run full-lifecycle recruitment for a technical vertical you own (sourcing, screening, interview process and offer), while business partnering directly with the hiring leaders in it.

Alongside your own pipeline, you'll own a Talent Acquisition initiative that matters beyond any single hire, most likely our early careers programme: graduates, apprentices and the pipeline that feeds them.

New roles get vague, so here is the boundary as we see it today.

• Full-lifecycle recruitment for your vertical: sourcing, screening, interview coordination and offer

• Direct-sourcing pipelines for recurring or hard-to-fill roles in your vertical

• Business partnering with the hiring leaders in your vertical

• Ownership of at least one TA initiative, such as early careers

• The handover from offer to start date, which the People Partner team picks up

• Capacity across the team during peak periods (you'll help outside your vertical when it's needed)

• Agency relationships and overall sourcing strategy, which the Talent Acquisition Manager owns

• Employee relations casework and onboarding delivery, which sit with the People Partner team

• Ashby architecture, agency management and team capacity planning, which sit with the Talent Acquisition Manager

• Ashby: Our applicant tracking system. You'll keep your own pipeline data clean and current, as it feeds directly into team reporting.

• Metaview: Interview intelligence, which you'll use to sharpen your own interviewing and get feedback on it.

• Rippling: The employee records. You'll work in it around offer and handover, alongside the People Partner team.

• Claude: A daily tool here. You'll use it for role briefs, market mapping, candidate communication and case notes.

Own your vertical. You'll run full-lifecycle recruitment for a technical vertical, becoming the person hiring leaders in it trust first.

Build direct-sourcing pipelines. You'll proactively map and engage candidates for your recurring or hardest-to-fill roles, rather than…