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- Tasks: Manage the full recruitment process and build strong relationships with teams.
- Company: Join a Global Talent Acquisition team focused on hiring top technical talent.
- Benefits: Enjoy a hybrid work model and competitive pay of £300/day.
- Why this job: Make an impact by sourcing top talent and enhancing candidate experiences.
- Qualifications: 3-5 years of recruiting experience, with a focus on technical roles.
- Other info: This is a 9-month fixed-term contract based in or near London.
The predicted salary is between 54000 - 75600 £ per year.
Job Title: IT Technical Recruiter (9-Month FTC)
Location: London (Hybrid – 2 days a month in the office; MUST be based in or near London)
Reports to: Director / Recruitment Team
Rate: £300/day (Outside IR35)
🚀 About the Role / Your Impact
We are seeking an experienced IT Technical Recruiter to join a Global Talent Acquisition team on a 9-month fixed-term contract. In this role, you will manage the end-to-end recruitment process, partnering closely with hiring managers and leadership teams. Your focus will be on sourcing, attracting, and hiring top technical talent while providing data-driven insights and consultation to internal stakeholders.
The ideal candidate is proactive, results-oriented, and has a proven track record of building effective hiring strategies, leveraging data for decision-making, and delivering exceptional candidate experiences.
Key Responsibilities
- 🤝 Build strong relationships with teams and leaders in the UK.
- 📊 Deliver monthly recruitment metrics, insights, and consultative hiring updates.
- 🎯 Use data to design effective sourcing strategies that meet hiring goals.
- 🕵️ Identify trends and provide real-time consultation to improve recruitment strategies and outcomes.
- 📋 Manage end-to-end recruitment processes from sourcing to offer stage.
- 🔍 Utilise tools like Indeed, LinkedIn Recruiter, and Greenhouse to build and maintain robust talent pipelines.
- 🌟 Provide a top-notch candidate experience, ensuring timely feedback and updates throughout the hiring lifecycle.
- 🤝 Partner with internal stakeholders, including hiring managers, Talent Acquisition peers, and People Ops teams, to align on business goals and translate them into talent strategies.
🛠 What You Bring
- ✅ 3-5 years of experience as a full-cycle recruiter (agency + in-house experience is a bonus).
- 📈 1-2 years of experience reporting hiring metrics for organisations of 50-150 people.
- 🔧 Proven expertise in sourcing and building technical talent pipelines.
- 🚀 Ability to work independently, prioritise effectively, and manage multiple projects.
- 🧠 Decisive and able to provide constructive pushback to drive results.
- 🤝 Exceptional networking and interpersonal skills to identify and attract top talent.
- 📝 Detail-oriented with outstanding organisational and customer service skills.
If you are interested in this position, please apply directly. Alternatively, you can send your CV to bhavika.patel@randstaddigital.com
Technical Recruiter employer: Randstad
Contact Detail:
Randstad Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Technical Recruiter
✨Tip Number 1
Make sure to leverage your network! Reach out to former colleagues, industry contacts, and even friends who work in tech. They might know of potential candidates or have insights into the current job market.
✨Tip Number 2
Familiarize yourself with the latest recruitment tools and platforms like LinkedIn Recruiter and Greenhouse. Being proficient in these tools will not only help you source candidates more effectively but also demonstrate your technical skills to the hiring team.
✨Tip Number 3
Stay updated on industry trends and the specific technical skills that are in demand. This knowledge will allow you to tailor your approach when sourcing candidates and provide valuable insights during the recruitment process.
✨Tip Number 4
Prepare to discuss your experience with data-driven recruitment strategies. Be ready to share examples of how you've used metrics to improve hiring outcomes, as this aligns closely with the role's requirements.
We think you need these skills to ace Technical Recruiter
Some tips for your application 🫡
Understand the Role: Before applying, make sure you fully understand the responsibilities and requirements of the IT Technical Recruiter position. Tailor your application to highlight relevant experiences that align with the job description.
Highlight Relevant Experience: In your CV and cover letter, emphasize your experience in full-cycle recruitment, particularly in sourcing technical talent. Provide specific examples of successful hiring strategies you've implemented in the past.
Showcase Data-Driven Insights: Since the role involves delivering recruitment metrics and insights, include any relevant data or metrics from your previous roles that demonstrate your ability to leverage data for decision-making in recruitment.
Craft a Strong Cover Letter: Write a compelling cover letter that not only summarizes your qualifications but also expresses your enthusiasm for the role. Mention your proactive approach and how you can contribute to enhancing the candidate experience.
How to prepare for a job interview at Randstad
✨Showcase Your Data-Driven Approach
Since the role emphasizes using data for decision-making, be prepared to discuss specific metrics you've tracked in previous roles. Highlight how you've used these insights to improve recruitment strategies and outcomes.
✨Demonstrate Relationship-Building Skills
The job requires building strong relationships with teams and leaders. Share examples of how you've successfully partnered with hiring managers and internal stakeholders to align on business goals and translate them into effective talent strategies.
✨Prepare for Technical Sourcing Discussions
As a Technical Recruiter, you'll need to demonstrate your expertise in sourcing technical talent. Be ready to discuss the tools you’ve used, like LinkedIn Recruiter and Indeed, and share your strategies for building robust talent pipelines.
✨Emphasize Candidate Experience
Providing a top-notch candidate experience is crucial. Prepare to talk about how you've ensured timely feedback and updates throughout the hiring lifecycle in your previous roles, and how you plan to maintain this standard.
