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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 technology and digital services.
- Benefits: Enjoy a competitive salary, discretionary bonus, and 50% hybrid working.
- Other info: Initial 3-month FTC with a strong chance of becoming permanent.
- Why this job: Make a real impact in a dynamic environment with a supportive team.
- Qualifications: Experience in tech recruitment, strong stakeholder management, and data-savvy.
The predicted salary is between 36000 - 60000 £ 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 £50,000 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.
Locations
Talent Acquisition Recruiter employer: InterQuest Group
Contact Detail:
InterQuest Group Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Talent Acquisition Recruiter
✨Tip Number 1
Familiarise yourself with the latest trends in tech recruitment. Understanding the current market landscape will help you engage effectively with hiring managers and demonstrate your expertise during discussions.
✨Tip Number 2
Leverage LinkedIn to connect with potential candidates and industry professionals. Building a strong network can provide you with valuable insights and referrals, making it easier to source top talent for the roles you'll be managing.
✨Tip Number 3
Prepare to showcase your stakeholder management skills. Think of examples where you've successfully influenced decisions or improved processes, as this will be crucial in demonstrating your fit for the role.
✨Tip Number 4
Be ready to discuss your experience with ATS systems and data-driven recruitment strategies. Highlighting your ability to track performance metrics will show that you're not just about filling positions, but also about optimising the hiring process.
We think you need these skills to ace Talent Acquisition Recruiter
Some tips for your application 🫡
Tailor Your CV: Make sure your CV highlights relevant experience in tech and product recruitment. Use keywords from the job description to demonstrate that you understand the role and its requirements.
Craft a Compelling Cover Letter: Write a cover letter that showcases your passion for talent acquisition and your understanding of the tech industry. Mention specific examples of how you've successfully managed end-to-end recruitment processes in the past.
Showcase Stakeholder Management Skills: In your application, emphasise your ability to build strong relationships with hiring managers. Provide examples of how you've influenced stakeholders and contributed to hiring strategies in previous roles.
Highlight Data-Driven Decision Making: Mention your experience with ATS systems and data analysis in recruitment. Explain how you've used data to track performance and improve hiring processes, aligning with the company's focus on data-driven decisions.
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 strong relationships with hiring managers, be ready to discuss your experience in stakeholder management. Prepare examples that showcase your ability to influence and collaborate effectively.
✨Showcase Your Recruitment Strategies
Be prepared to talk about your end-to-end recruitment process, particularly in tech and product roles. Highlight any innovative sourcing strategies you've used, especially on platforms like LinkedIn, to demonstrate your proactive approach.
✨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.