At a Glance
- Tasks: Lead recruitment for tech roles and mentor fellow recruiters.
- Company: Join a fast-paced startup in the fintech space.
- Benefits: Competitive salary, flexible work options, and growth opportunities.
- Other info: Dynamic environment with a focus on innovation and improvement.
- Why this job: Shape the future of tech hiring and make a real impact.
- Qualifications: 4+ years in technical recruitment with a strong track record.
The predicted salary is between 50000 - 65000 £ per year.
Responsibilities
- Own end-to-end recruitment for technical roles across engineering and related functions.
- Mentoring sourcers and recruiters.
- Build and deliver proactive sourcing strategies to attract high-quality technical talent.
- Partner closely with hiring managers to understand requirements, define hiring approaches, and ensure alignment throughout the process.
- Improve and streamline recruitment processes, and help identify and implement better tools and ways of working.
- Maintain and develop our ATS (Ashby), ensuring clean data and a smooth hiring process.
- Track hiring activity and provide clear, useful insights to stakeholders.
- Contribute to employer branding activity where relevant.
- Support onboarding to ensure a smooth experience for new joiners.
Requirements
- 4+ years’ experience in technical recruitment, ideally within high-growth startups, fintechs or scaleups.
- Strong track record of hiring for engineering and technical roles across different levels.
- Confident working directly with hiring managers and stakeholders, and influencing decisions where needed.
- A strong sourcer who is comfortable going beyond inbound and building targeted pipelines.
- Naturally curious about improving how things are done - processes, tools, and candidate experience.
- Organised and able to manage multiple roles in parallel without losing attention to detail.
StudySmarter Expert Advice🤫
We think this is how you could land Senior Technology Talent Partner
✨Dive into the Talent Acquisition Community
Get involved with communities specifically aimed at talent acquisition and recruitment. Follow popular forums, like the HR and recruitment threads on LinkedIn Groups or join Talent Acquisition Meetups in your area. Networking with fellow recruiters and industry experts can lead to hidden job opportunities and insider tips!
✨Show Off Your Expertise at Recruitment Events
Attend recruitment fairs and industry conferences where companies, including Jobtailor, often showcase their hiring needs. Not only can you meet potential employers face-to-face, but you can also demonstrate your passion and knowledge about the field. Make sure you've got some thoughtful questions ready to impress!
✨Leverage Your University Connections
If you’re a recent grad or still connected to your university, tap into their career services. Many universities have exclusive job boards and connections with companies eager to hire fresh talent in recruitment roles. Plus, you never know who might be able to put in a good word for you at places like Jobtailor!
✨Tailor Your Digital Footprint
Make sure your online presence reflects your passion for talent acquisition. Share articles, join discussions, and post about trends in recruiting to establish yourself as a knowledgeable candidate. Recruiters often check candidates out online, so use platforms like LinkedIn to showcase your insights and enthusiasm for discovering the right talent!
We think you need these skills to ace Senior Technology Talent Partner
Some tips for your application 🫡
Showcase Your Passion for Talent Acquisition:In your cover letter, let your passion for recruiting shine through! Talk about what drew you to talent acquisition. Share experiences where you helped others find their dream jobs or any times you've been involved in hiring processes – it’ll show us at Jobtailor that you're genuinely invested in the field.
Highlight Relevant Skills and Certifications:Make sure your CV includes any relevant skills or certifications related to recruiting. Mentioning your knowledge of applicant tracking systems, personality assessments, or even any HR-related qualifications can set you apart. This way, we can see straight away that you're not just any candidate but one with the necessary tools for talent acquisition.
Tailor Your CV for the Job:When applying for Senior Technology Talent Partner at Jobtailor, tailor your CV to reflect the job description. Highlight previous experiences in recruitment, candidate sourcing, or employee engagement that align with what we’re after. Personalisation shows we’re not just another checkbox on your job applications!
Bring Your Unique Perspective:In your cover letter, don't hesitate to share your unique perspective on what makes a good recruiter. Whether it's building strong candidate relationships or your approach to diversity in hiring, your insights can resonate well with our team. We love a fresh take, so let it shine!
How to prepare for a job interview at Jobtailor
✨Know Your Sourcing Strategies
In the talent acquisition world, it’s all about knowing the best sourcing strategies. Be prepared to discuss specific techniques you’ve used to find and attract top talent, whether that’s through social media, networking events, or innovative outreach methods. Bring examples that showcase your capability!
✨Value of Employer Branding
Employer branding is a huge part of recruitment, so be ready to chat about how you’ve contributed to building an attractive company image. Think about how you’d pitch Jobtailor to potential candidates and maintain a consistent brand image across platforms.
✨Demonstrate Your Interviewing Skills
Since this is a full-time gig, hiring managers will want to see your interviewing prowess. Prepare for mock interview scenarios where you might need to assess candidates' cultural fit and skill set. Practise asking competency-based questions to demonstrate your systematic approach.
✨Engage with Data and Metrics
Being data-driven is key in talent acquisition! Expect to discuss how you’ve used recruiting metrics to refine your strategies. Familiarise yourself with common KPIs, like time-to-fill and candidate satisfaction scores, and be ready to back up your insights with data!
