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- Tasks: Lead end-to-end recruitment for tech and product roles, shaping hiring strategies.
- Company: Join a fast-growing brand transforming how people connect and work in the tech space.
- Benefits: Enjoy a competitive salary, discretionary bonus, and 50% hybrid working.
- Why this job: Make a real impact in a supportive team and thrive in a dynamic environment.
- Qualifications: Experience in tech recruitment, strong stakeholder management, and data-savvy.
- Other info: Initial 3-month contract with a strong chance of becoming permanent.
The predicted salary is between 33000 - 77000 £ per year.
We’re working with a fast-growing, high-impact brand in the technology and digital services space—one that’s transforming how people connect, work, and live. They’re scaling their internal teams and now need a sharp, proactive Talent Acquisition Partner to join their People function and lead on hiring across Product and Technology.
This is an exciting opportunity for someone who thrives in an SME-style, fast-paced environment where pace, ownership and adaptability are key. You’ll partner closely with senior stakeholders, have autonomy to shape hiring strategies, and genuinely make an impact from day one.
What You’ll Be Doing
- Own and manage end-to-end recruitment for a range of Tech and Product roles (e.g. Engineers, Product Managers, UX, Data, QA)
- Build strong relationships with hiring managers to understand their team goals and translate them into sourcing strategies
- Act as a trusted partner to stakeholders—advising on market insights, role scoping, interview processes, and offer management
- Drive direct sourcing efforts, especially via LinkedIn and niche tech platforms, reducing reliance on external agencies
- Deliver a brilliant candidate experience, championing employer brand at every stage of the journey
- Maintain ATS records, support reporting, and contribute to improvements in recruitment processes
- Support the wider People Team on hiring campaigns and strategic projects
About You
- Proven experience in tech/product recruitment, either in-house or via RPO/agency—but you must be confident running full-cycle hiring directly with hiring managers
- You’ve worked in SME or fast-growth businesses where pace and adaptability are essential
- Strong stakeholder management and able to influence at all levels
- Proactive, solutions-focused, and motivated by hitting hiring goals
- Comfortable working in a hybrid model and collaborating with both onsite and remote teams
- ATS-savvy and data-literate—able to track performance and support data-driven decisions
What’s on Offer
- Competitive salary up to £55,000 plus discretionary bonus
- 50% hybrid working (typically 2–3 days onsite in either London or Manchester)
- The chance to work with a supportive, ambitious and down-to-earth People team
- An initial 3 month fixed-term contract with a high likelihood of going permanent
If you’re looking to step into a role where you’ll have true ownership and make a measurable impact in tech hiring—this one is for you.
Internal Recruiter employer: InterQuest Group
Contact Detail:
InterQuest Group Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Internal Recruiter
✨Tip Number 1
Familiarise yourself with the latest trends in tech recruitment. Understanding the current landscape will help you speak confidently about sourcing strategies and market insights during your conversations with hiring managers.
✨Tip Number 2
Network actively on platforms like LinkedIn. Connect with professionals in the tech and product sectors, as well as other recruiters, to gain insights and potentially find referrals that can enhance your sourcing efforts.
✨Tip Number 3
Prepare to discuss your experience with ATS systems. Being data-literate and able to track performance metrics will be crucial, so think of examples where you've used data to drive recruitment decisions.
✨Tip Number 4
Showcase your adaptability by sharing specific examples from your past roles. Highlight situations where you've successfully navigated fast-paced environments or made quick decisions that positively impacted hiring outcomes.
We think you need these skills to ace Internal Recruiter
Some tips for your application 🫡
Tailor Your CV: Make sure your CV highlights your experience in tech and product recruitment. Focus on specific roles you've filled, the strategies you used, and any metrics that demonstrate your success.
Craft a Compelling Cover Letter: Write a cover letter that showcases your understanding of the company's needs. Mention your experience with end-to-end recruitment and how you can contribute to their hiring goals, especially in a fast-paced environment.
Highlight Stakeholder Management Skills: In your application, emphasise your ability to build relationships with hiring managers and influence at all levels. Provide examples of how you've successfully collaborated with stakeholders in previous roles.
Showcase Data Literacy: Mention your experience with ATS systems and data-driven decision-making. Highlight any tools or methods you've used to track recruitment performance and improve processes.
How to prepare for a job interview at InterQuest Group
✨Understand the Company Culture
Before your interview, take some time to research the company's culture and values. This will help you align your answers with what they are looking for in a candidate, especially since they value adaptability and ownership.
✨Prepare for Stakeholder Management Questions
Given the importance of building relationships with hiring managers, be ready to discuss your experience in stakeholder management. Prepare examples that showcase your ability to influence and collaborate effectively at all levels.
✨Showcase Your Recruitment Strategy Skills
Be prepared to talk about your approach to end-to-end recruitment, particularly in tech and product roles. Highlight any innovative sourcing strategies you've used, especially through platforms like LinkedIn, to demonstrate your proactive nature.
✨Emphasise Data-Driven Decision Making
Since the role requires being ATS-savvy and data-literate, come equipped with examples of how you've used data to track performance and improve recruitment processes. This will show your analytical skills and commitment to continuous improvement.
