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- Tasks: Lead the transformation of talent acquisition processes and build a high-performing in-house team.
- Company: Fast-paced financial services organisation focused on innovative recruitment strategies.
- Benefits: Competitive salary, completion bonus, and potential for permanent role.
- Why this job: Make a significant impact in shaping the future of talent acquisition.
- Qualifications: Proven experience in transforming in-house TA functions and engaging at senior levels.
- Other info: Dynamic environment with opportunities for growth and strategic influence.
The predicted salary is between 78000 - 156000 £ per year.
Start: ASAP
Salary: IRO £130,000 pro rata + completion bonus, day rate will also be considered
Environment: High-performing, growth-focused financial services SME
Middlemore have been retained by a fast-moving, high-performance Financial Services organisation that’s transforming how it attracts and hires talent. With around 200 hires a year across Europe, this business is scaling at pace and undertaking a major shift from outsourced to fully in-house recruitment. This is a pivotal interim role for an experienced Head of Talent Acquisition who thrives in dynamic, ambitious environments and can deliver both strategy and structure. The focus is to design, build, and embed a future-fit talent acquisition function that balances performance, efficiency and quality of hire. This initial 6-month FTC is phase one of the talent acquisition capability build. This will become a permanent role as this project moves into phase two.
What you’ll do:
- Lead a diagnostic and redesign of current recruitment processes, governance and technology
- Shape and implement the future operating model, reducing reliance on external providers
- Optimise ATS and Workday integration to drive process efficiency and better data
- Introduce modern, skills-based assessment and selection methods
- Build a scalable in-house TA team and lead the transition phase
- Support senior and executive hiring directly and via search partnerships
What we’re looking for:
- Proven experience transforming or building in-house TA functions
- Strong commercial understanding of recruitment cost models and scalability
- Credibility to engage at senior and board level
- Expertise in ATS optimisation, hiring governance, and assessment frameworks
- Background in high-performing environments such as banking, private equity, asset/investment management, and wider financial services will also be considered
This role suits a consultative TA leader who’s as comfortable operating strategically as they are rolling up their sleeves to deliver. You’ll bring structure, insight, and pace, helping the business hire smarter, faster, and better.
Contract: 6-month FTC or day rate equivalent
If you’re an experienced TA transformation specialist ready to take on a high-impact project, please apply directly through this advert.
Interim Head of Talent Acquisition employer: Middlemore
Contact Detail:
Middlemore Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Interim Head of Talent Acquisition
✨Tip Number 1
Network like a pro! Reach out to your connections in the financial services sector and let them know you’re on the hunt for opportunities. You never know who might have the inside scoop on a role that’s perfect for you.
✨Tip Number 2
Prepare for interviews by researching the company’s culture and values. Tailor your responses to show how your experience aligns with their goals, especially around transforming talent acquisition processes. We want to see you shine!
✨Tip Number 3
Don’t just wait for job postings; be proactive! Reach out directly to companies you admire and express your interest in potential roles. A well-timed email can set you apart from the crowd.
✨Tip Number 4
When you find a role that excites you, apply through our website! It’s the best way to ensure your application gets the attention it deserves. Plus, we love seeing candidates who are eager to join our mission.
We think you need these skills to ace Interim Head of Talent Acquisition
Some tips for your application 🫡
Tailor Your CV: Make sure your CV speaks directly to the role of Interim Head of Talent Acquisition. Highlight your experience in transforming in-house TA functions and any relevant achievements in high-performing environments. We want to see how you can bring value to our team!
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to explain why you're the perfect fit for this role. Share specific examples of how you've led recruitment transformations and engaged with senior stakeholders. Let us know what makes you tick!
Showcase Your Strategic Thinking: In your application, demonstrate your ability to think strategically about talent acquisition. Discuss how you've designed and implemented effective recruitment processes in the past. We’re looking for someone who can balance performance with quality of hire!
Apply Through Our Website: We encourage you to apply directly through our website. It’s the best way for us to receive your application and ensures you don’t miss out on any important updates. Plus, we love seeing applications come through our own channels!
How to prepare for a job interview at Middlemore
✨Know Your Stuff
Make sure you’re well-versed in the latest trends and best practices in talent acquisition. Brush up on your knowledge of ATS optimisation and skills-based assessment methods, as these will likely come up during the interview.
✨Showcase Your Experience
Prepare specific examples from your past roles where you've successfully transformed or built in-house TA functions. Highlight your achievements in reducing reliance on external providers and improving recruitment processes.
✨Engage with the Interviewers
This role requires engaging with senior stakeholders, so practice how you’ll communicate your ideas clearly and confidently. Be ready to discuss how you can bring structure and insight to their current processes.
✨Ask Insightful Questions
Prepare thoughtful questions that demonstrate your understanding of the company’s challenges and goals. Inquire about their current recruitment processes and what they envision for the future of their talent acquisition function.