At a Glance
- Tasks: Lead talent acquisition to build diverse tech teams and support career growth.
- Company: Join a purpose-driven tech consultancy focused on creating opportunities.
- Benefits: Competitive salary, flexible work options, and professional development.
- Other info: Dynamic environment with opportunities for personal and professional growth.
- Why this job: Make a real impact by connecting talent with meaningful careers in tech.
- Qualifications: Experience in recruitment and strong organisational skills required.
The predicted salary is between 35000 - 45000 £ per year.
About nology: At nology, we create opportunities for people to build meaningful careers in tech, while helping organisations access diverse, future-ready talent. As a tech talent consultancy, we support high potential individuals to build careers across software engineering, cloud, data, testing, business analysis, and digital transformation. What matters most to us is the opportunity behind that: opening doors, building confidence, and creating access to an industry that has not always felt accessible.
Role Overview: The Talent Acquisition Manager is responsible for the end-to-end acquisition of high-potential talent into nology’s training cohorts, and for ensuring their progression through to successful client deployment. This role combines strategic planning with hands-on delivery, requiring clear oversight of pipelined demand alongside a structured, compliant, and high-quality recruitment process. You will operate at the centre of the business, working closely with Training, Account Management, Service Delivery, Marketing, and HR to align talent supply with client demand, deployment targets, and commercial priorities, ensuring pipeline activity directly supports revenue delivery and minimises bench risk. You will also own pipeline visibility, data quality, and reporting accuracy, ensuring all talent tracking is reliable, audit-ready, and supports effective business decision-making. Operating in a fast-paced, scaling environment, you will manage multiple priorities with strong organisation, attention to detail, and consistent follow-through. This is also a role with clear purpose: creating access to opportunity in tech and enabling diverse talent to succeed.
Talent Acquisition & Pipeline:
- Build and maintain high-quality, diverse talent pipelines
- Hiring large cohort of talent whilst trying to source experienced individuals
- Align hiring with current & future client demand
- Monitor pipeline health, availability, and readiness to deploy
- Use data, insights, and market trends to inform hiring strategy
- Ensure acquisition supports deployment targets and minimises bench risk
Attraction & Partnerships:
- Develop partnerships: education providers, communities, talent networks
- Collaborate with Marketing on targeted attraction campaigns
- Refine sourcing strategies to improve quality, reach, and diversity
Candidate Management:
- Manage full candidate lifecycle end-to-end
- Assess: potential, motivation, cultural fit, and capability
- Coordinate interviews, feedback, and client matching
- Support transition into deployment and early career progression
- Deliver a consistent, engaging candidate experience
Operations, Data & Governance:
- CRM management & pipeline tracking
- Compliance checks & documentation validation
- Onboarding coordination & readiness tracking
- Interview scheduling, feedback, and communications
- Maintain accurate, audit-ready recruitment data
Reporting:
- Pipeline health
- Conversion rates
- Deployment readiness
- Risks
Commercial Alignment & Risk:
- Align talent supply to: Client demand, Start dates, Programme requirements
- Risk Management: Pipeline gaps, Candidate drop-out, Deployment delays, Quality mismatches
Stakeholder Management:
- Partner with Account Management & Service Delivery on workforce planning
- Provide pipeline visibility and hiring forecasts
- Build strong internal and external relationships
Process Improvement & Team Growth:
- Improve recruitment processes, systems, and scalability
- Build consistent, high-quality ways of working
- Support growth of the talent function: Line management potential, Performance oversight, Capability development
Skills, Experience & Attributes:
- Experience in talent acquisition, recruitment, resourcing, or workforce pipeline management
- Experience using an ATS, CRM or recruitment systems, with a strong focus on data integrity and tracking
- Strong ability to balance strategic planning with hands-on operational delivery
- Experience aligning hiring activity to commercial demand, delivery targets, or workforce planning requirements
- Proven ability to build talent pipelines and external sourcing partnerships
- Confidence in assessing potential, motivation, and cultural fit
- Strong organisational skills with the ability to manage multiple workflows and priorities simultaneously
- Understanding of compliance, documentation, and governance in recruitment processes
- Strong analytical capability, with the ability to use data to inform decisions and improve outcomes
- Excellent stakeholder management and communication skills
- Proactive, solutions-focused mindset with strong attention to detail
- Comfortable operating in a fast-paced, evolving environment
Why Join nology?
- Purpose-driven work – play a meaningful role in creating access to careers in tech
- Impact – directly contribute to building diverse, future-ready digital teams
- Growth – be part of a scaling organisation where you can shape and evolve the talent function
- Collaboration – work across a highly engaged, cross-functional team
Talent Acquisition Specialist employer: _nology
At nology, we pride ourselves on being a purpose-driven employer that creates meaningful opportunities for individuals to build rewarding careers in tech. Our collaborative work culture fosters engagement and innovation, while our commitment to diversity ensures that all employees can thrive and contribute to shaping the future of digital teams. With a focus on growth and development, we offer unique opportunities for career progression within a fast-paced, scaling environment, making nology an excellent choice for those looking to make a real impact in the tech industry.
StudySmarter Expert Advice🤫
We think this is how you could land Talent Acquisition Specialist
✨Dive into the Talent Acquisition Community
Get involved with communities specifically aimed at talent acquisition and recruitment. Follow popular forums, like the HR and recruitment threads on LinkedIn Groups or join Talent Acquisition Meetups in your area. Networking with fellow recruiters and industry experts can lead to hidden job opportunities and insider tips!
✨Show Off Your Expertise at Recruitment Events
Attend recruitment fairs and industry conferences where companies, including _nology, often showcase their hiring needs. Not only can you meet potential employers face-to-face, but you can also demonstrate your passion and knowledge about the field. Make sure you've got some thoughtful questions ready to impress!
✨Leverage Your University Connections
If you’re a recent grad or still connected to your university, tap into their career services. Many universities have exclusive job boards and connections with companies eager to hire fresh talent in recruitment roles. Plus, you never know who might be able to put in a good word for you at places like _nology!
✨Tailor Your Digital Footprint
Make sure your online presence reflects your passion for talent acquisition. Share articles, join discussions, and post about trends in recruiting to establish yourself as a knowledgeable candidate. Recruiters often check candidates out online, so use platforms like LinkedIn to showcase your insights and enthusiasm for discovering the right talent!
We think you need these skills to ace Talent Acquisition Specialist
Some tips for your application 🫡
Showcase Your Passion for Talent Acquisition:In your cover letter, let your passion for recruiting shine through! Talk about what drew you to talent acquisition. Share experiences where you helped others find their dream jobs or any times you've been involved in hiring processes – it’ll show us at _nology that you're genuinely invested in the field.
Highlight Relevant Skills and Certifications:Make sure your CV includes any relevant skills or certifications related to recruiting. Mentioning your knowledge of applicant tracking systems, personality assessments, or even any HR-related qualifications can set you apart. This way, we can see straight away that you're not just any candidate but one with the necessary tools for talent acquisition.
Tailor Your CV for the Job:When applying for Talent Acquisition Specialist at _nology, tailor your CV to reflect the job description. Highlight previous experiences in recruitment, candidate sourcing, or employee engagement that align with what we’re after. Personalisation shows we’re not just another checkbox on your job applications!
Bring Your Unique Perspective:In your cover letter, don't hesitate to share your unique perspective on what makes a good recruiter. Whether it's building strong candidate relationships or your approach to diversity in hiring, your insights can resonate well with our team. We love a fresh take, so let it shine!
How to prepare for a job interview at _nology
✨Know Your Sourcing Strategies
In the talent acquisition world, it’s all about knowing the best sourcing strategies. Be prepared to discuss specific techniques you’ve used to find and attract top talent, whether that’s through social media, networking events, or innovative outreach methods. Bring examples that showcase your capability!
✨Value of Employer Branding
Employer branding is a huge part of recruitment, so be ready to chat about how you’ve contributed to building an attractive company image. Think about how you’d pitch _nology to potential candidates and maintain a consistent brand image across platforms.
✨Demonstrate Your Interviewing Skills
Since this is a full-time gig, hiring managers will want to see your interviewing prowess. Prepare for mock interview scenarios where you might need to assess candidates' cultural fit and skill set. Practise asking competency-based questions to demonstrate your systematic approach.
✨Engage with Data and Metrics
Being data-driven is key in talent acquisition! Expect to discuss how you’ve used recruiting metrics to refine your strategies. Familiarise yourself with common KPIs, like time-to-fill and candidate satisfaction scores, and be ready to back up your insights with data!
