At a Glance
- Tasks: Build and shape the Talent Acquisition function from the ground up in a dynamic hospitality environment.
- Company: A heritage-rich, independently owned hospitality business focused on people and operational excellence.
- Benefits: Competitive salary, 33 days holiday, flexible bank holidays, health plan, and discounts across the estate.
- Other info: Join a supportive team with a culture of honesty, humour, and genuine collaboration.
- Why this job: Make a real impact by transforming recruitment processes and enhancing the candidate experience.
- Qualifications: Hospitality experience and a passion for proactive talent sourcing and building relationships.
The predicted salary is between 38000 - 40000 £ per year.
What’s in it for you?
- £38,000 – £40,000 (depending on experience)
- A true greenfield role, this isn’t maintenance, it’s creation.
- 12-month FTC with a genuine intention to go permanent if you deliver impact!
- 33 days holiday, flexible bank holidays - take them when it works for you, or bank them.
- Health Shield cash plan
- Stream access
- Discounts across stays, food & beverage across the estate
- Standard pension, enhanced family leave, life assurance
Who are they...
A long-established, independently owned hospitality business with real heritage and a proper focus on doing things well. Well run, operationally sharp, and people-first in practice, not just in words. You’ll sit in a 10-person People team, reporting into the Talent & Development Partner, with real scope to shape how recruitment is done! Culture is grounded, honest, and straight-talking with a bit of humour.
What you’ll actually be doing…
- This is for someone who wants to build something that works.
- Take ownership of hard-to-fill roles end-to-end (supervisor level and above) stepping in personally when things stall, not just reporting on pipelines.
- Run the day-to-day reality of sponsorship and job board spend, shifting budget quickly to what’s actually delivering results.
- Cut agency reliance through proper proactive sourcing, smart outreach, and building real passive talent pipelines that actually convert.
- Turn the internal talent bank into something alive and usable, not a forgotten spreadsheet.
- Partner closely with People and Operations teams to understand pressure points and fix hiring problems at the root, not just highlight them.
- Support early careers hiring (apprenticeships and grads) alongside the Talent & Development Partner.
- Track what’s working, sourcing channels, campaigns, agencies and change direction fast when it isn’t.
- Help shape employer brand and candidate experience across every site, not just centrally.
- Coach and upskill hiring managers so they can hire well without over-reliance on TA.
If you want a role where you inherit a system, this isn’t it. If you want to build one properly - this is.
Sound great? Apply below.
We are Sixty Eight People. Through People, We Will Revolutionise Our Industry.
Talent Acquisition Manager in Blackburn employer: Sixty Eight People
Sixty Eight People is an exceptional employer that offers a unique opportunity to build a Talent Acquisition function from the ground up within a well-established, independently owned hospitality business. With a people-first culture, generous benefits including 33 days holiday and a Health Shield cash plan, and a commitment to employee growth, this role provides the chance to make a real impact while enjoying a supportive and humorous work environment.
StudySmarter Expert Advice🤫
We think this is how you could land Talent Acquisition Manager in Blackburn
✨Get Involved in Recruitment Events
Temporary roles in talent acquisition can pop up all over the place, so keep an eye on local recruitment fairs and industry networking events. These are prime opportunities to chat directly with companies like Sixty Eight People and get your foot in the door—sometimes you can even land an interview on the spot!
✨Engage in Online Recruitment Communities
Join communities on platforms like LinkedIn or niche forums where recruiters hang out. Engage in discussions, share your insights, and post your availability for temporary roles. You never know, a connection might refer you to a role at a place like Sixty Eight People before it even hits job boards!
✨Flex Your Availability and Skills
When applying for temporary positions, be upfront about your availability and any specific skills you have that can meet the urgent needs of recruiters. This makes you more attractive to hiring managers looking for someone who can hit the ground running.
✨Tap Into Your Uni’s Career Services
If you're still near a university, don't forget about their career services! They often have exclusive listings for temporary roles, especially in talent acquisition, and can connect you with employers who are keen to hire students or recent grads like us for short-term assignments.
We think you need these skills to ace Talent Acquisition Manager in Blackburn
Some tips for your application 🫡
Showcase Your Recruitment Skills:As someone applying for a talent acquisition role, it’s key to highlight your experience in finding and placing talent. Talk about specific methods you’ve used in past roles—whether it’s social media sourcing, networking, or using ATS systems. Show us how you’ve made a difference in previous projects!
Tailor Your CV for Talent Acquisition:When you're putting together your CV for a temporary role in recruiting, focus on your measurable achievements—like the number of positions filled or the reduction in time-to-hire. Use bullet points to make it easy for us to see your contributions at a glance, and don’t forget to mention any relevant certifications or training you've undergone!
Craft a Relatable Cover Letter:For a temporary role, your cover letter should not only explain why you want this job but also why you’re suited for short-term projects. Mention your adaptability and any past experiences where you quickly integrated into a team or got up to speed with new processes. Let us know how you can hit the ground running!
Highlight Immediate Availability:Since this is a temporary position, it’s essential to emphasise your availability in your application. Make it clear when you can start and how flexible you are with hours. Frame it as a positive—your ability to jump in and help us right when we need you will definitely make you stand out!
How to prepare for a job interview at Sixty Eight People
✨Show Off Your People Skills
Since you're getting into talent acquisition, it's crucial to highlight your communication and interpersonal skills. Think of a few scenarios where you've successfully dealt with candidates, managed relationships, or resolved conflicts—these will give you a solid edge in the interview with Sixty Eight People.
✨Research the Latest Recruiting Tools
Stay ahead of the game by familiarising yourself with popular ATS (Applicant Tracking Systems) and recruitment tools that are trending in the industry. Be ready to discuss how you might use these tools in your role at Sixty Eight People, even if it's just a temporary role—they’ll want to know you can hit the ground running.
✨Understand the Urgency
Temporary roles often mean quick turnarounds. Show that you understand the nuances of urgent hiring processes, perhaps by sharing experiences where you had to source candidates under tight deadlines. It demonstrates you know the ropes and can adapt fast, which will definitely impress Sixty Eight People.
✨Highlight Your Flexibility
Temp roles can be unpredictable, so emphasise your flexibility and willingness to take on varying workloads or adapt to different company cultures. Prepare a few anecdotes where you've thrived in a dynamic environment—Sixty Eight People will want to see that you can roll with the punches!
