Talent Acquisition Manager - Nutrition Geeks in Luton

Rewarding base + performance based bonus

Luton - hybrid

Nutrition Geeks, one of the UK's fastest growing health & wellness brands is on the hunt for a Talent Acquisition Manager to join our lean, fast-paced team.

Company Overview:

The Mission: Make high quality nutrition & supplements accessible & affordable to everyone. Founded in 2020, Nutrition Geeks is one of the fastest-growing CPG brands in the UK, tracking to do multi nine figures (£) UK only revenue in 2026. We’re now gearing up for our next level of growth as we build a team of A+ players to help cement Nutrition Geeks as a global leader in the health and supplement space.

About the Role

As Talent Acquisition Manager, you’ll take ownership of helping Nutrition Geeks attract, select and hire great people quickly and consistently across the business. This is a broad, hands-on role covering everything from high-volume operational and customer service recruitment through to specialist commercial and senior appointments. You’ll manage recruitment campaigns end-to-end, build strong candidate pipelines and partner closely with hiring managers to help them make timely, confident and well-informed hiring decisions.

Alongside delivering live vacancies, you’ll help strengthen the wider talent acquisition function by introducing structured hiring processes, improving recruitment reporting, developing sustainable sourcing channels and managing external agency relationships effectively. You’ll also oversee the journey from offer through to day one, ensuring employment documentation, pre-employment checks and onboarding arrangements are completed accurately and every new starter receives a smooth, professional experience.

This role suits a commercially aware and highly organised recruiter who can balance pace with quality, move confidently between operational and senior hiring, and take genuine ownership of improving how Nutrition Geeks recruits as the business continues to scale.

Key Responsibilities

• High-Volume Recruitment
  • Manage end-to-end recruitment for high-volume roles across production, warehouse, fulfilment and customer service, including advertising, screening, interviewing, offer management and start-date coordination.
  • Build and maintain strong candidate pipelines through job boards, local advertising, referrals, recruitment events and direct sourcing.
  • Plan and run assessment days, open days and on-site hiring events, ensuring a smooth and organised experience for candidates and hiring managers.
  • Work closely with department leaders to understand workforce requirements and respond quickly to peaks in hiring demand.
  • Keep recruitment processes moving by managing hiring stages closely, arranging interviews promptly and maintaining clear communication with candidates.
• Commercial and Senior Recruitment
  • Translate business objectives into clear role requirements, candidate profiles and structured interview processes for commercial, specialist and senior appointments.
  • Directly source and engage hard-to-find talent across eCommerce, marketing, finance, operations and other commercial functions.
  • Provide hiring managers with clear advice on candidate quality, market conditions, salary positioning and availability.
  • Manage salary, start-date and offer negotiations, balancing candidate expectations with the commercial requirements of the business.
  • Deliver a high-quality and professional candidate experience throughout every stage of the process.
• Talent Acquisition Strategy and Process
  • Develop scalable recruitment processes that support the continued growth of Nutrition Geeks.
  • Build sustainable talent pipelines for recurring and business-critical roles.
  • Introduce structured and consistent screening, interviewing and assessment methods.
  • Improve the use of recruitment technology, job boards, direct-sourcing tools and candidate-tracking systems.
  • Support the development of Nutrition Geeks’ employer brand, employee referral channels and wider talent-attraction strategy.
  • Identify opportunities to improve hiring quality, recruitment speed and the overall candidate and hiring-manager experience.
• Agency and Supplier Management
  • Manage relationships with approved recruitment agencies where additional, temporary or specialist support is required.
  • Negotiate agency fees, rates and terms to maintain candidate quality while controlling recruitment costs.
  • Monitor agency performance across candidate quality, attendance, speed, communication and successful appointments.
  • Provide specialist recruitment partners with clear briefs, interview processes, feedback and approval requirements.
  • Reduce unnecessary agency reliance by developing stronger direct-sourcing capabilities and internal candidate pipelines.
• Onboarding and Pre-Employment Checks
  • Own the onboarding process from offer through to day one, ensuring every new starter receives a smooth and professional experience.
  • Prepare and issue employment documentation, including offer letters, contracts, starter forms and any role-specific paperwork.
  • Coordinate pre-employment checks, including references and Right to Work documentation, ensuring all requirements are completed accurately and on time.
  • Create and maintain confidential employee records, ensuring all required documentation is stored correctly.
  • Work with hiring managers to confirm start dates, shift allocations and induction arrangements.
• Compliance, Reporting and Continuous Improvement
  • Maintain accurate recruitment records, including vacancy status, candidate pipelines, offers and confirmed start dates.
  • Produce clear reporting on recruitment activity, including time to hire, source effectiveness, cost per hire, offer acceptance and retention.
  • Use recruitment data and hiring-manager feedback to identify issues and improve results.
  • Benchmark salaries and talent-market conditions, providing practical and commercially informed advice to the business.
  • Ensure recruitment activity is conducted fairly, consistently and in line with Right to Work, data protection and equal-opportunity requirements.

Please note: You may be required to carry out other reasonable duties that support the smooth running of the People function and wider business.

Key Performance Indicators

• Speed: Time to shortlist, interview, offer and hire.
• Quality: Interview-to-offer ratio, offer-acceptance rate and hiring-manager feedback.
• Retention: Probation completion and first-year retention of new hires.
• Cost: Cost per hire, direct-sourcing performance and effective management of agency spend.
• Experience: Candidate communication, engagement and overall recruitment experience.
• Compliance: Accurate documentation and timely completion of all pre-employment checks.

What We’re Looking For

Experience

• Proven experience delivering high-volume recruitment, ideally within warehouse, logistics, manufacturing, production or fulfilment environments.
• Experience recruiting across commercial, specialist or senior-level roles.
• Experience recruiting within a fast-growth eCommerce, DTC or consumer brand would be highly beneficial, alongside an understanding of the roles and capabilities required to scale an eCommerce business.
• Confidence managing multiple end-to-end recruitment campaigns at pace.
• Strong direct-sourcing, screening and interviewing capabilities.
• Experience planning and delivering assessment days, open days or other recruitment events.
• Confidence moving between strategic recruitment projects and hands-on recruitment administration.
• Experience working with recruitment agencies and managing external supplier relationships.
• Strong working knowledge of applicant-tracking systems, candidate trackers and job boards.

Knowledge and Skills

• A good understanding of the eCommerce landscape and the key functions within a scaling DTC business, including marketing, trading, creative, finance, operations and customer experience.
• Familiarity with Right to Work requirements and standard pre-employment checks.
• Strong knowledge of sourcing platforms and job boards, including LinkedIn, Indeed, Totaljobs, CV-Library and Reed.
• Commercial understanding of cost per hire, agency models, salary benchmarking and recruitment performance.
• Competence using Excel or similar tools for recruitment reporting and analysis.
• Strong understanding of equal opportunities and fair hiring practices.
• Excellent organisation, prioritisation and stakeholder-management skills.

Key Behavioural Attributes

• Service-focused and commercially aware: Understands how hiring affects the wider operation and keeps recruitment moving to protect performance, service levels and quality.
• Accountable and proactive: Takes ownership of recruitment activity from beginning to end, follows through on actions and keeps processes moving without needing to be chased.
• Quality-driven: Focuses on hiring the right people rather than simply filling vacancies and continually looks for ways to improve hiring outcomes.
• Evidence-led and pragmatic: Uses data, feedback and commercial context to prioritise effectively and adjust the approach when requirements change.
• Collaborative and influential: Builds strong relationships with operational leaders, commercial teams and senior stakeholders while offering confident and credible recruitment advice.
• Comfortable with pace and change: Remains organised, calm and solutions-focused within a fast-growing and constantly evolving business.

Benefits:

• Rewarding base salary + performance-based highly incentivised bonus (uncapped)
• Work with a tight-knit high performing team
• Private Healthcare
• Company Pension
• Free Nutrition Geeks supplements
• Rapid career growth opportunities as we scale globally

If this sounds like you, hit apply or email Sam at sam@hypergrowthrec.co.uk