Talent Specialist (UK and Europe)

Possible base offices: London, Maidenhead and Haydock

Hybrid role: AVK office 3 days per week

Base salary: £45,000 - £55,000

Note: We are hiring for 2 Talent Specialists roles (one working with our Chief Delivery Officer and the other with our Chief Operations Officer)

Role Overview

AVK continues to scale rapidly across the UK and Europe, delivering critical infrastructure projects and building capability across new product lines. As we grow, the quality of our hiring and the mobility of our internal talent are central to maintaining both pace and performance. This role blends end-to-end talent acquisition with internal mobility partnership. You will shape how we attract, assess and hire great people while also partnering with People Partners, L&D and our SLT (senior leadership team) to ensure our internal talent has clear, visible pathways to grow. You will be both strategic and hands-on: building talent pipelines, designing hiring processes, supporting workforce planning, and helping teams make sound people decisions. This role is integral to embedding a data-informed, proactive talent function that we are building together. You will be joining a People Team focused on high standards, continuous improvement and a people-first experience - both for candidates and employees.

Key Objectives

• Build talent pipelines and hiring processes that scale with AVK’s growth.
• Improve hiring quality through structured interviews, market insight and strong hiring manager alignment.
• Strengthen internal mobility by identifying pathways, supporting movement, and enabling leaders to make informed decisions.
• Collaborate closely with People Partners on organisation design, succession planning and team capability.
• Work with L&D to understand skills gaps, development paths and emerging capability needs.
• Contribute to a consistent, candidate-first experience that reflects AVK’s values and ambition.
• Provide data-led insights that influence hiring decisions and workforce planning.

Key Responsibilities

Talent Acquisition

• Own end-to-end hiring for assigned business areas across the UK & Europe - role scoping, market mapping, sourcing, interviewing and offer management.
• Partner with hiring managers using a structured intake process to clarify role expectations, selection criteria and value propositions.
• Design outreach strategies including LinkedIn/Metaview/CV Library sequencing, messaging and market calibration.
• Build ICP profiles (role success profiles) and conduct TAM (total addressable market) analysis to understand the market and prioritise outreach.
• Use structured interviews, scorecards and question banks to ensure fairness and consistency across all hiring.
• Coach hiring managers to improve interviewing capability and candidate experience.
• Provide insights on market conditions, competitor activity, salary benchmarking and location strategy.

Internal Mobility & Talent Flow

• Work with Hiring Managers and People Partners to identify internal talent, emerging potential, succession risks and development pathways.
• Develop visibility of internal opportunities, ensuring employees understand how to progress within AVK.
• Partner with L&D to map skills, identify capability gaps and connect development plans with future hiring needs.
• Attend calibration sessions and workforce planning discussions to anticipate internal moves before hiring externally.
• Maintain oversight of internal moves, redeployment options, returner pathways and secondments.
• Build processes that ensure internal candidates receive meaningful feedback and a consistent experience.

People Team Collaboration

• Work closely with People Partners on organisational changes, headcount planning and team capability.
• Collaborate with People Ops on systems, ATS workflows, reporting, compliance and process improvements.
• Connect regularly with L&D to align recruitment with skills frameworks and leadership development.
• Partner with Culture & Comms to tell compelling stories about life at AVK and amplify our employer brand.

Systems, Process & Reporting

• Own ATS workflow excellence - clean data, consistent templates, accurate reporting.
• Track key TA metrics: time-to-alignment, pipeline health, TAM coverage, response rates, quality of hire, hiring manager satisfaction.
• Contribute to the continuous improvement of TA processes, toolkits, scorecards and playbooks.
• Support the creation of dashboards and reporting packs for SLT or People Leadership.

Metrics for success

• Quality of Hire: HM feedback, performance checkpoints, retention indicators.
• Time to Alignment: speed and clarity of intake and calibration with hiring managers.
• TAM & Pipeline Metrics: % of market worked, outreach response rates, quality of shortlists.
• Internal Mobility Metrics: movement rates, internal candidate experience scores, successful transitions.
• Candidate Experience: NPS, interview-to-offer experience ratings.
• Hiring Manager Experience: satisfaction, partnership effectiveness, process clarity.
• Operational excellence: ATS accuracy, adherence to process, data cleanliness, and reporting consistency.

Who This Role Is For

You are a relationship-driven talent professional who enjoys both the hunt for external talent and the responsibility of nurturing the potential already within the business. You bring:

• Strong experience in end-to-end recruitment, ideally in a fast-growth, multi-site environment.
• A systems and process mindset - consistent, data-informed, and organised.
• Excellent stakeholder management and influencing skills.
• Curiosity about market trends, talent behaviours, skills and future capability needs.
• A coaching orientation: able to elevate hiring managers, challenge assumptions and guide good decisions.
• A genuine passion for helping people grow - whether external candidates or internal colleagues.

What You Will Build and Learn

• The opportunity to shape a hybrid TA/Internal Mobility model from an early stage.
• Deep partnership across the People Team, including L&D, People Ops and People Partners.
• Experience hiring across multiple countries, functions and disciplines.
• Influence over talent strategy, succession planning and internal pipeline development.
• A platform to grow into senior Talent and/or People Leadership as the team scales.

Private Health Insurance

Eligible for Annual Company Performance Bonus

25 days annual leave + bank holidays

Birthday Off

Pension Plan

AVK|SEG does not discriminate on the race, colour, religion, sex, age, nationality, disability, sexual orientation, gender identity or any other reason prohibited by law in provision of employment opportunities and benefits.