Recruitment Manager IT/Technical in England

Head of Permanent and Contract Recruitment Delivery Remote, UK based, one day per week in London Papillon Talent are leading on this search. Our client is looking for someone to own delivery across both permanent and contract hiring: how briefs are taken, how candidates are found, how the process works, and how good their consultants become at their craft. They need someone who can build the structure, rhythm and workflow that make a distributed team perform, because none of it happens by accident when nobody shares an office. They work across Europe, supported by global partner networks. As part of the senior leadership team, own delivery across permanent and contract: the model, the process and workflow that make it repeatable, and the team that runs both. Permanent is the immediate priority. Growing revenue through better permanent delivery, sharper process and a stronger understanding of how the work should be done is a core business objective, and it is the first thing they would want you into. Contract is the established side of the business and it is not a holding pattern. Delivery, permanent The end to end permanent delivery process, from brief through to accepted offer and start date. Shortlist quality throughout: qualification, presentation, interview preparation, offer and counter offer management. Leading the shift from contingent to retained and search on niche assignments. Delivery, contract The contract delivery process end to end: brief, search, submission, rate negotiation, placement and start. Extensions, aftercare and the relationships that keep good contractors with the business rather than moving on. Redeployment: knowing who is coming off contract and when, and doing something about it before it happens. Working with their compliance resources on contractor engagement and status. Guide priorities and process using expertise and data. Building a high performing, high achieving delivery team. Working out the shape it needs, recruiting into it, and developing the people already here. Effectively coaching the team, using expertise alongside data to nurture informed decisions and processes. That means real coaching, call and pitch review, and time protected for it. Building the culture of the team: standards, energy and accountability. Building marketplace knowledge, so every consultant becomes a sector specialist. Building visibility so progress on an assignment is obvious without anyone having to chase it. Making coaching work at distance, including reviewing calls you were not on. Holding the external relationships delivery depends on: candidate networks, systems suppliers, partner networks. Representing delivery in commercial planning and forecasting. Permanent recruitment delivery experience in technology. This is the part that cannot flex, because permanent is where their immediate growth has to come from. What is wanted is the commercial understanding that only comes from having done it, so that when you design a process or challenge a brief you know what it is worth and what it costs. Contract exposure. You will own contract delivery as well as permanent, so you need to understand how it works: rates, margin, extensions, redeployment and the aftercare that keeps runners running. Deep contract experience is a bonus. Real depth in delivery craft: brief taking, search and mapping strategy, sourcing technique, candidate engagement, offer and counter offer management. A track record of building or substantially improving a delivery team, and evidence of what changed as a result. Coaching experience. Not that you have worked from home, but that you have built something that made a distributed team perform: the rhythm, the visibility, the coaching, the onboarding. Line management experience, including managing people you do not sit next to and across time zones. Niche or specialist market experience within Technology 5 years+, where the population is finite and placements come from mapping and network rather than advertising response. Competence with a recruitment CRM and dashboards, and the discipline to keep data clean enough to report from. Commercial curiosity. You understand how a recruitment business makes money, not just how a desk does. Practical use of artificial intelligence in your work, and the judgement to know where it does not belong. It would help if you had European market experience, and some feel for how German hiring works. German language. The working language is English, so this is a genuine nice to have. Retained or search experience, including upfront fees, at senior executive to management level. You will be recruiting into it, reshaping it and bringing new people in.