Talent Acquisition Partner in Manchester

We are the team behind the AI-powered customer engagement platform that is transforming how businesses connect with their customers - turning every conversation into a revenue-driving moment. Our platform helps contact centre teams achieve their goals through intelligent automation, predictive insights, and seamless customer experiences. We build technology that empowers people, not replaces them.

Our culture is driven by our values: we take ownership, move fast, challenge the status quo, and learn constantly. Working at MaxContact means being stretched; you’ll be trusted with responsibility early, expected to think commercially, and encouraged to act decisively. We don’t stand still, and neither will you. At the same time, we believe high performance only works in a safe, supportive environment. You’ll be surrounded by smart, driven people who want to see you succeed, who value openness and honesty, and who see mistakes as part of learning quickly and getting better.

We are looking for an ambitious and passionate Part Time Talent Acquisition Partner. This isn’t a traditional in-house recruiter role. As Talent Acquisition Partner, you’ll own the full hiring lifecycle across multiple functions, from engineering and product to commercial and customer success, while simultaneously shaping the talent strategy that will define who MaxContact becomes in the next three years.

You’ll operate with a start-up mindset in a scaling business: moving fast, thinking strategically, embracing AI-driven tooling, and relentlessly raising the bar on the calibre of people we bring through the door. We hire A players. That’s your job. This role requires deep SaaS knowledge, a strategic mind for workforce planning, and the instinct to use technology and AI to do things better and faster than the competition.

• Own end-to-end recruitment across SaaS, tech, commercial and operations functions
• Source and engage passive talent.
• Build and maintain talent pipelines for business-critical roles before they’re live
• Design and run structured, fair, rigorous interview processes that identify A players
• Partner with hiring managers to define role briefs, scorecards and bar-raising standards
• Deliver an exceptional candidate experience, every time, every level
• Act as a genuine brand ambassador in every market interaction

• Partner with senior leadership to forecast hiring needs and build 12–18 month workforce plans
• Identify skills gaps and future capability requirements before they become blockers
• Develop and evolve the employer value proposition and candidate-facing brand
• Define hiring frameworks, competency models and structured assessment criteria
• Influence make vs. buy vs. develop decisions with data, not gut feel
• Reduce agency dependency through direct sourcing strategies and pipeline strength

• Champion AI-powered recruiting tools, from sourcing automation to interview intelligence and CV screening
• Build and own hiring dashboards, time-to-hire, quality-of-hire, pipeline conversion and offer acceptance
• Continuously improve ATS setup, workflows and reporting so nothing falls through the cracks
• Bring new ideas, tools, channels and processes, with a start-up bias for testing and iterating fast
• Identify opportunities to replace manual processes with smarter, technology-driven approaches

• A player hire rate, the quality bar consistently goes up, not sideways
• Time-to-hire reduces without sacrificing rigour or candidate experience
• Workforce plans exist before the business asks for them
• Agency spend decreases as internal capability and pipeline strength grows
• Candidate NPS reflects a process people talk about — positively
• Hiring managers trust the process and see you as a genuine strategic partner
• AI and technology adoption measurably improves hiring efficiency quarter on quarter

• Customer Centric: Every hire strengthens our ability to serve and delight our customers
• One Team: Collaborates openly across departments, never operates in a silo
• Challenge the Status Quo: Brings fresh ideas, challenges broken processes and raises the bar relentlessly
• Make it Count: Treats every hire as a strategic decision with measurable impact, not a task to tick off
• Own It: Accountable from kick-off to day one, owns outcomes, not just activity
• Curiosity and willingness to learn, particularly around AI and emerging recruitment technology
• Thrives in ambiguity, builds structure where none exists with a start-up mindset

You will receive:

• Structured onboarding covering our products, customers, systems and go-to-market model
• Deep immersion into our SaaS platform and contact centre market positioning
• ATS and AI tooling training to set you up for success from day one
• Analytics training to interpret hiring data and translate it into strategic decisions
• Access to content design and behavioural design development opportunities
• Clear growth pathways as the business scales

• 3+ years in-house or agency recruitment, ideally in a SaaS or tech-led business
• Strong understanding of SaaS business models, go-to-market structures and technical hiring
• Proven experience hiring across multiple functions simultaneously
• Hands-on experience with ATS platforms and modern sourcing tools
• Experience partnering with senior leaders on workforce and headcount planning
• Strong data literacy — you build reports, read them and act on them
• Start-up or scale-up experience — comfortable building process from scratch
• Growth mindset and continuous learning approach
• Desire to problem solve with critical thinking, not just execute briefs
• Contact centre, CX platform or CCaaS sector knowledge
• Experience building or evolving an employer brand
• Familiarity with structured interviewing and competency-based assessment design
• Exposure to talent market intelligence and benchmarking tools
• Background in or exposure to talent strategy frameworks and succession planning

• 25 days annual leave plus your birthday off
• Increased holiday entitlement with length of service
• Enhanced maternity and paternity packages
• Life insurance
• Enhanced pension options
• Company-paid sick leave
• Personal training allowance
• Buy and sell holiday options
• Social, charity and culture committee events
• Hybrid working (minimum two days in the office)
• Employee assistant programme