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For Companies At a Glance
- Tasks: Lead in-house hiring, build talent strategies, and collaborate with founders and managers.
- Company: Join the UK's fastest-growing performance agency group with a vibrant culture.
- Benefits: Up to £60,000 salary, 28 days holiday, flexible working, and health insurance.
- Other info: Opportunity for career growth and to work abroad for a month each year.
- Why this job: Shape the future of hiring in a dynamic environment and make a real impact.
- Qualifications: 5+ years in talent acquisition with agency or creative experience.
The predicted salary is between 60000 - 60000 £ per year.
Reports to: Head of Performance and Development
Location: Hybrid, Central London (Chalk Farm)
Compensation: Up to £60,000
KPI’s: Time to hire | Hiring manager satisfaction | Quality of hire at 6 months
The Opportunity:
We're looking for a senior talent operator to build Soar Group's in-house hiring function. Soar Group is the UK's fastest-growing performance agency group — Hambi Media, For You Advertising, and Soar With Us. We're around 100 people, managing £100M+ in ad spend, and hiring has become a strategic lever, not a back-office function.
For the past few years, we've worked with an outstanding external recruitment partner who’s helped us scale to where we are today. That relationship has been brilliant but we've now reached the point where the volume and complexity of our hiring needs a dedicated person inside the business. This is that role. This isn't about keeping reqs moving. It's about how we attract, assess, and land the people who’ll shape the next chapter of the group.
What Sets Us Apart:
- Nominated for Meta's Creative Diversity Award 2025, the only independent agency recognised
- Highest independent agency spend on Meta in 2025
- Official TikTok Agency Partner, Creative Partner, and one of the only TikTok Shop Partners across UK and US
- Two production studios (London and Manchester)
- Creators of D2C Diaries, one of the UK's leading eCommerce podcasts
- Partnered with Meta, TikTok, Foreplay, and Triple Whale
What You’ll Own:
- Hiring Delivery & Stakeholder Partnership
- Manage the transition from external recruitment to a fully in-house function — building on the foundation our partner has put in place
- Own end-to-end recruitment across the group: briefing, sourcing, screening, assessment, offer
- Collaborate closely with hiring managers to define role requirements and build effective interview processes.
- Act as a genuine advisor to founders and hiring managers — challenging job designs, shaping scorecards, making the call on fit
- Lead workforce planning conversations with the SMT, translating business strategy into hiring priorities
- Talent Systems & Standards
- Develop and execute comprehensive talent acquisition strategies including events and early careers
- Build and maintain talent pools for our highest-leverage roles
- Own recruitment analytics, benchmarking, and pipeline reporting
- Set and enforce assessment standards across the group
- Develop a system for and champion a culture of internal mobility
- Activate our employer brand - telling the Soar Group story in a way that earns the attention of the people we want
- Cultural Leadership
- Be a visible culture carrier
- Contribute to group-wide rituals - All Hands, the Creative Strategy Incubator, and beyond
- Build trust with founders and SMT
This role demands someone who can lead hiring from the front, hold their own with founders and C-suite, and build systems that last.
Must-Have:
- 5+ years in in-house talent, with meaningful agency, creative, or marketing services experience
- Proven end-to-end hiring across creative, strategy, account, and production
- Strong stakeholder credibility.
- Commercial instinct where you think about hiring in terms of business impact, not reqs closed
- Excellent communicator. Candidate rejections, C Suite briefs, pipeline reports
- Comfortable using AI as part of your day-to-day workflow
Nice-to-Have:
- Experience bringing recruitment in-house from an agency model
- Employer brand activation or talent marketing background
- Exposure to competency frameworks, career ladders, or succession planning
- DTC, e-commerce, or paid social agency experience
What Success Looks Like:
In your first 3 months:
- You've built trust with every founder and hiring manager across the group
- You've established a clear operating rhythm: briefing standards, pipeline reviews, visible presence
- You're owning at least 75% of live hiring directly, with a plan to scale to full ownership
By month 6:
- You own end-to-end hiring, with measurable improvements in time-to-hire, quality-of-hire, and hiring manager satisfaction
- You've built functioning talent pools for our top three highest-leverage roles
- You're a trusted voice at the senior management table
28 days paid holiday including birthday leave, Christmas Eve and New Year's Eve
Long-service holiday scheme: 1 extra day per year of service after 2 years
Flexible and hybrid working (2 days in office)
Regular team socials
Private Health and life insurance
Company pension scheme
Work abroad for 1 month a year
Senior Talent Partner employer: Soar With Us
Contact Detail:
Soar With Us Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Senior Talent Partner
✨Tip Number 1
Network like a pro! Get out there and connect with people in the industry. Attend events, join online forums, and don’t be shy to reach out on LinkedIn. You never know who might have the inside scoop on a job opening!
✨Tip Number 2
Show off your personality! When you get the chance to meet hiring managers or founders, let your true self shine through. They want to see how you fit into their culture, so be genuine and engaging.
✨Tip Number 3
Prepare for those interviews! Research the company, understand their values, and think about how your experience aligns with their needs. Practice common interview questions and come armed with examples that showcase your skills.
✨Tip Number 4
Don’t forget to follow up! After an interview, send a quick thank-you note to express your appreciation. It’s a great way to keep yourself top of mind and show your enthusiasm for the role. And remember, apply through our website for the best chance!
We think you need these skills to ace Senior Talent Partner
Some tips for your application 🫡
Tailor Your CV: Make sure your CV is tailored to the Senior Talent Partner role. Highlight your experience in in-house talent acquisition and any relevant agency work. We want to see how your skills align with our needs!
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to tell us why you're passionate about building an in-house hiring function and how you can contribute to Soar Group's growth. Be genuine and let your personality come through.
Showcase Your Achievements: Don’t just list your responsibilities; showcase your achievements! Use metrics to demonstrate your impact in previous roles, especially around time-to-hire and quality of hire. We love numbers that tell a story!
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’re considered for the role. Plus, it shows you’re keen on joining our team!
How to prepare for a job interview at Soar With Us
✨Know the Company Inside Out
Before your interview, dive deep into Soar Group's mission, values, and recent achievements. Understanding their unique position in the market will help you tailor your responses and show that you're genuinely interested in being part of their team.
✨Prepare for Stakeholder Conversations
Since this role involves collaborating closely with hiring managers and founders, think about how you can demonstrate your ability to build trust and communicate effectively. Prepare examples from your past experiences where you've successfully navigated complex stakeholder relationships.
✨Showcase Your Recruitment Strategy Skills
Be ready to discuss your approach to developing talent acquisition strategies. Think about how you would transition from an external recruitment model to an in-house function, and be prepared to share specific tactics you would use to attract top talent.
✨Emphasise Cultural Fit and Leadership
This role requires someone who can be a culture carrier. Reflect on your previous experiences where you've contributed to a positive workplace culture. Be prepared to discuss how you would activate Soar Group's employer brand and engage with their team rituals.