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For Companies At a Glance
- Tasks: Drive full lifecycle recruitment and manage a diverse range of hiring requisitions.
- Company: Join a fast-paced tech organisation with a dynamic EMEA Talent Acquisition team.
- Benefits: Competitive daily rate, hybrid working model, and a vibrant work culture.
- Why this job: Make a real impact in recruitment while collaborating with business leaders.
- Qualifications: Proven experience as a senior in-house recruiter in fast-paced environments.
- Other info: Opportunity to work with a diverse portfolio and grow your recruitment skills.
We are hiring an experienced Senior Recruitment Business Partner to join the EMEA Talent Acquisition team on a 12‑month contract. This is a broad, high‑impact role supporting a fast‑paced tech organisation with approximately 16 recruiters across the region. This is an excellent opportunity for a senior in‑house recruiter who thrives in a high‑touch, business‑facing environment and is confident managing a wide range of requisitions – from sales to pre‑sales, business services, customer success and more.
The Role
You will operate as a flexible, senior resource across the TA function, taking on requisitions from different recruiters and supporting areas experiencing spikes in hiring demand. Example support areas include:
- UK Sales and Presales
- Business Services
- Customer Success
- Other commercial or customer‑facing roles as required
You’ll partner closely with hiring managers, drive full lifecycle recruitment, and maintain a high standard of compliance throughout the hiring process.
Key Responsibilities
- Manage a broad portfolio of requisitions across sales and commercial functions
- Deliver full lifecycle recruitment: intake, sourcing, process management, stakeholder engagement, offers
- Proactively generate candidates using tools such as LinkedIn Recruiter
- Collaborate directly with business leaders and act as a trusted advisor
- Ensure adherence to internal processes
About You
- A senior‑level in‑house recruiter with proven experience in fast‑paced environments
- Comfortable with broad hiring portfolios across different areas
- Skilled at managing hiring managers and influencing senior stakeholders
- Strong in process, compliance and organisation
- Energetic, proactive and capable of balancing pace with structure
- Confident in overseeing offers, compensation alignment and compliance checks
- Comfortable sourcing directly and running proactive searches
- Experienced with ATS and recruitment technology (Workday/SmartRecruiters ideal)
Working Model
Hybrid with a minimum 1 day onsite on Wednesdays
McGregor Boyall is an equal opportunity employer and does not discriminate on any grounds.
Talent Acquisition Partner in City of London employer: John Goddard Associates
Contact Detail:
John Goddard Associates Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Talent Acquisition Partner in City of London
✨Tip Number 1
Network like a pro! Reach out to your connections on LinkedIn and let them know you're on the lookout for opportunities. You never know who might have a lead or can refer you directly to hiring managers.
✨Tip Number 2
Prepare for those interviews! Research the company, understand their culture, and be ready to discuss how your experience aligns with their needs. Practise common interview questions and have your own questions ready to show your interest.
✨Tip Number 3
Follow up after interviews! A quick thank-you email can go a long way in keeping you top of mind. It shows your enthusiasm and professionalism, which can set you apart from other candidates.
✨Tip Number 4
Don’t forget to apply through our website! We’ve got loads of exciting roles, and applying directly can sometimes give you an edge. Plus, it’s super easy to keep track of your applications that way!
We think you need these skills to ace Talent Acquisition Partner in City of London
Some tips for your application 🫡
Tailor Your CV: Make sure your CV is tailored to the role of Talent Acquisition Partner. Highlight your experience in fast-paced environments and your ability to manage a broad portfolio of requisitions. We want to see how you’ve thrived in similar roles!
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to explain why you're the perfect fit for our team. Share specific examples of how you've partnered with hiring managers and driven full lifecycle recruitment in the past.
Showcase Your Tech Savvy: Since we’re a tech organisation, it’s important to showcase your experience with recruitment technology. Mention any ATS systems you’ve used, like Workday or SmartRecruiters, and how they’ve helped you streamline the hiring process.
Apply Through Our Website: We encourage you to apply through our website for a smoother application process. It helps us keep track of your application and ensures you don’t miss out on any updates. Plus, it shows you’re keen to join our team!
How to prepare for a job interview at John Goddard Associates
✨Know Your Stuff
Before the interview, make sure you thoroughly understand the role of a Talent Acquisition Partner. Familiarise yourself with the key responsibilities and the specific areas you'll be supporting, like sales and customer success. This will help you speak confidently about how your experience aligns with their needs.
✨Showcase Your Process Skills
Since this role requires strong process and compliance skills, be ready to discuss your approach to managing the recruitment lifecycle. Prepare examples of how you've maintained high standards in previous roles, especially when it comes to stakeholder engagement and compliance checks.
✨Engage with the Hiring Managers
Demonstrate your ability to partner closely with hiring managers by preparing questions that show your interest in their challenges. Think about how you can act as a trusted advisor and influence senior stakeholders, and be ready to share past experiences where you've successfully done this.
✨Be Proactive in Sourcing
Highlight your experience with tools like LinkedIn Recruiter and any other recruitment technology you've used. Share specific strategies you've employed to proactively generate candidates, as this is crucial for the fast-paced environment they operate in.
