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For Companies At a Glance
- Tasks: Manage a high-volume recruitment pipeline and deliver end-to-end hiring solutions.
- Company: Join Chapter 2, a leader in innovative talent acquisition.
- Benefits: Hybrid working model, competitive salary, and opportunities for professional growth.
- Other info: Fast-paced environment with a focus on collaboration and efficiency.
- Why this job: Make an immediate impact in healthcare recruitment and shape the future of talent acquisition.
- Qualifications: Experience in recruitment, strong communication skills, and data-driven mindset.
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)
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 London employer: Chapter 2
Contact Detail:
Chapter 2 Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Talent Partner in 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 your LinkedIn game on point! Make sure your profile is up-to-date and showcases your recruitment experience. Engage with relevant content, join industry groups, and connect with hiring managers from companies you're interested in.
✨Tip Number 3
Prepare for interviews by practising common questions and scenarios specific to high-volume hiring. Think about how you would manage multiple roles and improve candidate experiences — this will show you're ready to hit the ground running!
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets seen by the right people. Plus, it shows you’re genuinely interested in joining our team at Chapter 2.
We think you need these skills to ace Talent Partner in London
Some tips for your application 🫡
Tailor Your CV: Make sure your CV is tailored to the Talent Partner role. Highlight your experience in managing high-volume hiring and your direct sourcing skills. We want to see how you can make an impact in our fast-paced environment!
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. Share specific examples of your past successes in recruitment and how they align with what we’re looking for.
Showcase Your Stakeholder Management Skills: In your application, emphasise your ability to work closely with hiring managers and stakeholders. We value strong communication skills, so let us know how you've successfully collaborated in previous roles.
Apply Through Our Website: We encourage you to apply directly through our website. It’s the best way for us to receive your application and ensures you don’t miss out on any important updates during the process!
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 specific examples from your past roles where you've managed high-volume hiring or improved candidate experiences. Use the STAR method (Situation, Task, Action, Result) to structure your answers effectively.
✨Engage with Stakeholders
Prepare to talk about how you’ve partnered with hiring managers in the past. Highlight your communication skills and how you’ve optimised hiring timelines and processes. This shows you can hit the ground running.
✨Data-Driven Insights
Since the role involves tracking pipeline performance, be prepared to discuss how you’ve used data to inform your recruitment strategies. Bring examples of reports or metrics you've worked with to demonstrate your analytical skills.