At a Glance
- Tasks: Attract top talent and manage the full recruitment cycle for SCOR.
- Company: Join SCOR, a leading global reinsurer with a collaborative culture.
- Benefits: Competitive salary, diverse work environment, and opportunities for growth.
- Other info: Engage with industry experts and contribute to innovative projects.
- Why this job: Make a real impact in shaping the workforce of the future.
- Qualifications: Experience in recruitment and strong communication skills required.
The predicted salary is between 31500 - 38500 £ per year.
As a key HR partner building the workforce of the future, you: Attract and deliver top talent, creating strong pipelines for SCOR's business needs.
Act as the single point of contact for HRBPs and Hiring Managers on all Talent Acquisition topics.
Manage the full recruitment cycle, from sourcing strategy to offer, while securing an excellent candidate experience.
Navigate a matrixed international environment with ease.
Support and drive cross‐functional initiatives and projects within the Talent Acquisition COEAs a leading global reinsurer, SCOR offers its clients a diversified and innovative range of reinsurance and insurance solutions and services to control and manage risk.
Applying "The Art & Science of Risk," SCOR uses its industry-recognized expertise and cutting-edge financial solutions to serve its clients and contribute to the welfare and resilience of society in around 160 countries worldwide.
Working at SCOR means engaging with some of the best minds in the industry – actuaries, data scientists, underwriters, risk modelers, engineers, and many others – as we work together to find solutions to pressing challenges facing societies.
As an international company, our common culture is defined by "The SCOR Way." Serving both to build momentum that drives the Group forward and as a compass to guide our actions and choices, The SCOR Way is anchored by five core values, reflecting the input of employees at all levels of the Group.
We care about clients, people, and societies.
We perform with integrity.
We act with courage.
We encourage open minds.
And we thrive through collaboration.
SCOR supports inclusion and the diversity of talents, and all positions are open to people with disabilities.
Required experience & competencies Several years of experience in recruitment (internal, agency or headhunting)Strong expertise in Boolean sourcing (Linked In, job boards)Experience in Insurance/Reinsurance markets is highly desirable Experience within financial services markets essential Previous campus recruitment experience appreciated Proven ability to design effective sourcing strategies Excellent written and verbal communication skills Comfortable with ATS systems (Oracle HCM Cloud), Outlook, and MS Office Language skills are also desirable Personal competencies· Strong problem‐solving skills and ability to optimize processes.
- Autonomous, organized, detail‐oriented, and able to prioritize effectively.
- Growth mindset, agility, and positive energy.
- Collaborative, with a global and cross‐functional mindset.
- Customer‐focused and strong at building trusted partnerships.
- Results‐oriented, accountable, and solution‐driven.
- Skilled at influencing and advising stakeholders.
Required Education Degree in Business Management or a related field, or an equivalent combination of education and experience is desirable.
If this sounds like the right opportunity for you then please submit your CV and a cover letter outlining your experience and relevance for this role.
All candidates must have the right to work in the UK.
No Agencies Please.
Closing Date 10th August 2026Recruitment Strategy Lead briefings with HRBPs and Hiring Managers to refine job requirements and expectations.
Define cost‐effective sourcing strategies (internal mobility, job boards, Linked In, headhunters...).
Schedule regular updates and ensure all role requirements are captured, including for confidential searches.
Coordinate with the TA Hub Manager for approvals related to external search firms.
Talent Sourcing Draft inclusive, attractive job descriptions.
Conduct advanced Boolean sourcing on Linked In and job boards.
Build and maintain talent pools.
Candidate Assessment & Screening Ensure efficient screening processes and best practices.
Present diverse shortlists and share talent pools across global TA teams.
Stakeholder Engagement Maintain regular check‐ins with HRBPs on critical roles and workforce planning.
Advise hiring managers on market insights, interview planning, talent gaps, and hiring data.
Influence stakeholders to consider diverse and non‐traditional talent.
Candidate Attraction Monitor and enhance SCOR's presence on career platforms and Linked In.
Promote SCOR's EVP with compelling, differentiating messages.
Contribute to employer branding initiatives and share success stories.
Candidate Experience Ensure an exceptional experience at every stage.
Anticipate issues and recommend corrective actions when needed.
Recruitment Operations Execute all recruitment actions efficiently in Oracle ATS.
Manage all administrative tasks and ensure timely, accurate data.
Track KPIs and provide regular updates on progress and market insights.
Secure cost approvals for external search engagements.
Team Participation Actively engage in team meetings, projects, and knowledge sharing.
Bring forward creative ideas, market trends, and continuous improvement initiatives.
Seek and provide regular feedback.
Posting
Talent Acquisition Specialist in London employer: SCOR Global Life
SCOR is an exceptional employer that fosters a collaborative and inclusive work culture, where employees are empowered to thrive through shared values and innovative thinking. As a Talent Acquisition Specialist, you will have the opportunity to engage with top industry professionals while contributing to meaningful projects that enhance societal resilience. With a strong focus on employee growth and development, SCOR offers a dynamic environment that encourages creativity and supports diverse talent across its global operations.
StudySmarter Expert Advice🤫
We think this is how you could land Talent Acquisition Specialist in London
✨Dive into the Talent Acquisition Community
Get involved with communities specifically aimed at talent acquisition and recruitment. Follow popular forums, like the HR and recruitment threads on LinkedIn Groups or join Talent Acquisition Meetups in your area. Networking with fellow recruiters and industry experts can lead to hidden job opportunities and insider tips!
✨Show Off Your Expertise at Recruitment Events
Attend recruitment fairs and industry conferences where companies, including SCOR Global Life, often showcase their hiring needs. Not only can you meet potential employers face-to-face, but you can also demonstrate your passion and knowledge about the field. Make sure you've got some thoughtful questions ready to impress!
✨Leverage Your University Connections
If you’re a recent grad or still connected to your university, tap into their career services. Many universities have exclusive job boards and connections with companies eager to hire fresh talent in recruitment roles. Plus, you never know who might be able to put in a good word for you at places like SCOR Global Life!
✨Tailor Your Digital Footprint
Make sure your online presence reflects your passion for talent acquisition. Share articles, join discussions, and post about trends in recruiting to establish yourself as a knowledgeable candidate. Recruiters often check candidates out online, so use platforms like LinkedIn to showcase your insights and enthusiasm for discovering the right talent!
We think you need these skills to ace Talent Acquisition Specialist in London
Some tips for your application 🫡
Showcase Your Passion for Talent Acquisition:In your cover letter, let your passion for recruiting shine through! Talk about what drew you to talent acquisition. Share experiences where you helped others find their dream jobs or any times you've been involved in hiring processes – it’ll show us at SCOR Global Life that you're genuinely invested in the field.
Highlight Relevant Skills and Certifications:Make sure your CV includes any relevant skills or certifications related to recruiting. Mentioning your knowledge of applicant tracking systems, personality assessments, or even any HR-related qualifications can set you apart. This way, we can see straight away that you're not just any candidate but one with the necessary tools for talent acquisition.
Tailor Your CV for the Job:When applying for Talent Acquisition Specialist at SCOR Global Life, tailor your CV to reflect the job description. Highlight previous experiences in recruitment, candidate sourcing, or employee engagement that align with what we’re after. Personalisation shows we’re not just another checkbox on your job applications!
Bring Your Unique Perspective:In your cover letter, don't hesitate to share your unique perspective on what makes a good recruiter. Whether it's building strong candidate relationships or your approach to diversity in hiring, your insights can resonate well with our team. We love a fresh take, so let it shine!
How to prepare for a job interview at SCOR Global Life
✨Know Your Sourcing Strategies
In the talent acquisition world, it’s all about knowing the best sourcing strategies. Be prepared to discuss specific techniques you’ve used to find and attract top talent, whether that’s through social media, networking events, or innovative outreach methods. Bring examples that showcase your capability!
✨Value of Employer Branding
Employer branding is a huge part of recruitment, so be ready to chat about how you’ve contributed to building an attractive company image. Think about how you’d pitch SCOR Global Life to potential candidates and maintain a consistent brand image across platforms.
✨Demonstrate Your Interviewing Skills
Since this is a full-time gig, hiring managers will want to see your interviewing prowess. Prepare for mock interview scenarios where you might need to assess candidates' cultural fit and skill set. Practise asking competency-based questions to demonstrate your systematic approach.
✨Engage with Data and Metrics
Being data-driven is key in talent acquisition! Expect to discuss how you’ve used recruiting metrics to refine your strategies. Familiarise yourself with common KPIs, like time-to-fill and candidate satisfaction scores, and be ready to back up your insights with data!
