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For Companies At a Glance
- Tasks: Manage a dynamic recruitment pipeline and deliver high-volume hiring across various functions.
- Company: Join Chapter 2, a leader in innovative talent acquisition for the healthcare sector.
- Benefits: Enjoy a hybrid work model, competitive salary, and opportunities for professional growth.
- Other info: Ideal for those based in South London, with excellent career development opportunities.
- Why this job: Make an immediate impact in a fast-paced environment while shaping the future of hiring.
- Qualifications: Experience in end-to-end recruitment and strong stakeholder management skills required.
The predicted salary is between 40000 - 50000 £ per year.
About Us
At Chapter 2, we're not just embedding talent teams — we're building the future of talent acquisition. Our model integrates embedded recruiting, an employer brand agency, and our proprietary AI SaaS platform, The Book. We’re redefining how companies access, evaluate, and engage high-performing talent — turning hiring into a true competitive advantage.
The Opportunity
We’re hiring on behalf of a leading UK healthcare organisation for a hands-on Talent Partner to support a large-scale, high-volume hiring programme. You’ll take ownership of a complex recruitment pipeline, working closely with stakeholders to deliver hiring across clinical, care, and corporate functions. This is a delivery-focused role, ideal for someone who thrives in fast-paced environments and enjoys making an immediate impact.
Key Details
- Contract: 12-month fixed-term
- Working pattern: Monday – Friday
- Hybrid model: 2 days/week in Burgess Hill (Client Office), 1 day/week in London (Chapter 2 office)
- Ideal for candidates based in South London / Croydon and surrounding areas
What You’ll Be Doing
- Manage a live pipeline of 60–80 roles, ensuring clear visibility of priorities and progress
- Handle 12–15 live vacancies simultaneously across clinical, care, and support functions (total roles ~67)
- Deliver end-to-end recruitment from brief through to offer and onboarding
- Drive direct sourcing strategies with minimal reliance on agencies
- Build and maintain strong, engaged candidate pipelines
- Partner closely with hiring managers to support:
- Workforce planning
- Role prioritisation
- Hiring timelines
- Time-to-hire
- Candidate experience
- Offer-to-start conversion
Hiring Scope
- Clinical & Care: Support Workers, Nurses, Occupational Therapists
- Hospitality & Facilities: Chefs, Maintenance
- Corporate Functions: Finance, Admin, Fundraising
- Volunteering roles
What We’re Looking For
- Proven end-to-end Talent Partner / Recruitment experience
- Strong direct sourcing capability (low agency reliance)
- Experience managing high-volume hiring environments
- Strong stakeholder management and communication skills
- Comfortable with data, reporting, and recruitment operations
- Experience in temporary or contract recruitment is beneficial
- Exposure to healthcare or similar sectors is advantageous
What Success Looks Like
- A well-structured and clearly managed hiring pipeline
- Faster, more efficient hiring delivery
- Strong stakeholder alignment and collaboration
- Improved candidate experience and conversion rates
Talent Partner in City of London employer: Chapter 2
Contact Detail:
Chapter 2 Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Talent Partner in City of London
✨Tip Number 1
Network like a pro! Reach out to your connections in the healthcare sector and let them know you're on the lookout for opportunities. You never know who might have the inside scoop on a Talent Partner role or can refer you directly.
✨Tip Number 2
Get social! Follow companies you're interested in on LinkedIn and engage with their posts. This not only shows your interest but also helps you stay updated on their hiring needs and company culture.
✨Tip Number 3
Prepare for interviews by practising common questions related to high-volume hiring and stakeholder management. We recommend using the STAR method to structure your answers, showcasing your experience effectively.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets noticed. Plus, we love seeing candidates who are proactive about their job search!
We think you need these skills to ace Talent Partner in City of London
Some tips for your application 🫡
Tailor Your CV: Make sure your CV is tailored to the Talent Partner role. Highlight your end-to-end recruitment experience and any specific achievements in high-volume hiring. We want to see how you can make an impact!
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to explain why you're the perfect fit for this role. Mention your direct sourcing skills and how you've successfully managed complex recruitment pipelines in the past.
Showcase Your Data Skills: Since this role involves tracking pipeline performance, don’t forget to mention your comfort with data and reporting. Share examples of how you've used data to improve hiring outcomes in previous roles.
Apply Through Our Website: We encourage you to apply through our website for a smoother application process. It’s the best way for us to receive your application and get to know you better!
How to prepare for a job interview at Chapter 2
✨Know Your Stuff
Before the interview, dive deep into the company’s mission and values. Understand how they integrate talent acquisition with their AI SaaS platform. This will help you articulate how your experience aligns with their goals.
✨Showcase Your Experience
Be ready to discuss your end-to-end recruitment experience in detail. Prepare specific examples of how you've managed high-volume hiring and improved candidate experiences. Use metrics to back up your achievements!
✨Engage with Stakeholders
Since this role involves close collaboration with hiring managers, think of ways to demonstrate your strong stakeholder management skills. Share instances where you’ve successfully partnered with others to achieve hiring goals.
✨Data-Driven Insights
Brush up on your data handling skills! Be prepared to discuss how you track pipeline performance and use data to drive decisions. Highlight any tools or methods you’ve used to optimise hiring outcomes.