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For Companies At a Glance
- Tasks: Lead the recruitment process and build exceptional teams across multiple regions.
- Company: Join a top global developer of next-gen digital infrastructure.
- Benefits: Enjoy a generous salary, bonus, and hybrid working model.
- Why this job: Be part of a dynamic team shaping the future of digital innovation.
- Qualifications: 3-5 years in Recruitment with experience in technical roles required.
- Other info: Collaborate globally and enhance your skills in a fast-paced environment.
The predicted salary is between 36000 - 60000 £ per year.
Robert Half is partnering with a leading global developer and operator of next-generation digital infrastructure.
We’re looking for a dynamic and proactive Talent Acquisition Partner to play a pivotal role in building world-class teams across UK, Dubai, and NY. In this role, you’ll drive recruitment for an ambitious, fast-growing global organisation operating at the cutting edge of digital infrastructure, technology, and construction.
You’ll be part of a collaborative, globally connected talent team that’s more than just recruitment — it’s about building relationships, championing employer brand, and helping shape the workforce of the future. If you’re passionate about finding exceptional talent, love working across diverse functions and regions, and thrive in a fast-moving environment, this is the perfect next step in your career.
Main responsibilities
- Own the end-to-end recruitment process for all regional roles.
- Partner with senior stakeholders to build up their teams.
- Proactively source, attract, and build pipelines of exceptional candidates using LinkedIn, job boards, and creative sourcing strategies.
- Create and post compelling job advertisements that reflect the company’s mission and values.
- Conduct screening calls and help filter candidates from longlists to well-curated shortlists for hiring managers.
- Ensure every candidate receives timely, professional communication and a best-in-class experience throughout the recruitment journey.
- Build and nurture relationships with hiring managers, stakeholders, and trusted recruitment agency partners.
- Support recruitment campaigns, assessment centres, and employer branding initiatives that position the business as an employer of choice in the industry.
- Track and report on recruitment activity, always seeking ways to improve efficiency and effectiveness.
Qualifications and experience
- Proven track record of 3 to 5 years of successful experience within a Recruitment or Talent Acquisition function.
- Experience hiring technical positions across Data Center, Construction, Engineering, Real Estate and Corporate Function roles.
- Excellent relationship skills to deliver under pressure and high levels of stakeholder expectation.
Generous salary package + bonus. Hybrid working model.
Talent Acquisition Partner employer: Robert Half
Contact Detail:
Robert Half Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Talent Acquisition Partner
✨Tip Number 1
Familiarise yourself with the latest trends in digital infrastructure and technology. Understanding the industry will help you speak confidently about the role and demonstrate your passion for the field during interviews.
✨Tip Number 2
Leverage LinkedIn to connect with current employees at the company. Engaging with them can provide valuable insights into the company culture and expectations, which you can use to tailor your approach.
✨Tip Number 3
Prepare to discuss your experience in building relationships with stakeholders. Highlight specific examples where you've successfully partnered with hiring managers to meet their recruitment needs.
✨Tip Number 4
Showcase your creativity in sourcing candidates. Be ready to share innovative strategies you've used in the past to attract top talent, especially for technical roles in Data Center and Engineering.
We think you need these skills to ace Talent Acquisition Partner
Some tips for your application 🫡
Understand the Role: Before applying, make sure to thoroughly read the job description for the Talent Acquisition Partner position. Understand the key responsibilities and qualifications required, as this will help you tailor your application.
Tailor Your CV: Customise your CV to highlight relevant experience in recruitment or talent acquisition, especially in technical roles. Emphasise your ability to build relationships and manage stakeholder expectations, as these are crucial for this role.
Craft a Compelling Cover Letter: Write a cover letter that showcases your passion for recruitment and your understanding of the company's mission and values. Mention specific examples of how you've successfully sourced and attracted talent in previous roles.
Highlight Your Achievements: In both your CV and cover letter, include quantifiable achievements from your past experiences. For instance, mention how many successful placements you've made or any improvements you've implemented in the recruitment process.
How to prepare for a job interview at Robert Half
✨Know the Company Inside Out
Before your interview, make sure to research the company thoroughly. Understand their mission, values, and recent projects, especially in digital infrastructure. This will help you align your answers with their goals and demonstrate your genuine interest.
✨Showcase Your Sourcing Strategies
As a Talent Acquisition Partner, you'll need to be proactive in sourcing candidates. Be prepared to discuss specific strategies you've used in the past, such as leveraging LinkedIn or creative outreach methods. Highlight any successful campaigns you've led.
✨Emphasise Relationship Building
This role requires excellent relationship skills. Be ready to share examples of how you've built strong partnerships with hiring managers and stakeholders. Discuss how these relationships have helped you meet recruitment goals and improve processes.
✨Prepare for Scenario-Based Questions
Expect scenario-based questions that assess your problem-solving abilities and adaptability. Think of situations where you've had to manage high-pressure expectations or adapt your recruitment approach. Use the STAR method (Situation, Task, Action, Result) to structure your responses.
