Technical Talent Acquisition Specialist in Manchester

The Talent Acquisition Specialist – Technology is responsible for delivering end-to-end recruitment services for Syspro’s UK technology and engineering functions, ensuring the timely and quality-driven placement of software engineering, product, data, and other technical talent in line with organisational goals.

The role partners with hiring managers to understand technical workforce needs, manages the full candidate lifecycle from sourcing to onboarding handover, drives Syspro’s employer brand in the UK tech talent market, and applies data, technology, and AI-assisted sourcing tools to continuously improve recruitment efficiency and candidate experience.

• Job requirements
• Minimum Level of Education
• Bachelor’s Degree in Human Resources, Business, Technology, or a related field; or equivalent UK qualification (RQF Level 6).
• Beneficial Qualifications
• Postgraduate qualification in HR or a related field.

Professional membership with the CIPD or equivalent HR professional body.

• Psychometric assessment certification (e. g., SHL, Talogy) advantageous
• 2–3 years of dedicated technology/IT talent acquisition experience, recruiting for software engineering, data, cloud, or other technical roles.

Demonstrated ability to manage multiple vacancies concurrently across different levels and functions.

Proven experience using an Applicant Tracking System (ATS) in a professional recruitment environment.

• Beneficial Experience
• Recruitment experience within an ERP, enterprise software, or Saa S vendor.

Exposure to AI-assisted sourcing tools such as Linked In Recruiter, Hire EZ, or equivalent platforms, and technical assessment platforms such as Hacker Rank or Codility.

Experience with psychometric assessments and structured interview frameworks.

Participation in employer branding or talent marketing initiatives.

• Special Skills and Knowledge
• End-to-end recruitment: thorough knowledge of the full recruitment lifecycle from requisition through to onboarding handover.
• Technical acumen: working understanding of software development roles, tech stacks, and engineering career paths, sufficient to assess technical CVs and partner credibly with engineering hiring managers.
• Sourcing and talent attraction: proficiency with multi-channel sourcing strategies including job boards, Linked In, Git Hub, developer communities, direct approaches, and AI-assisted candidate matching tools.
• Stakeholder management: ability to build trusted relationships with hiring managers, People Partners, and external talent partners while balancing competing priorities effectively.
• ATS and HR systems: competency in managing recruitment platforms and applicant tracking systems, maintaining data integrity and timely record-keeping.
• Interviewing and assessment: skilled in competency-based interviewing techniques and coordinating structured assessment and psychometric processes.
• Data and reporting: ability to track recruitment metrics, interpret trends, and present actionable insights to support operational decision-making.
• Employment equity and compliance: working knowledge of UK employment legislation, including the Equality Act 2010, UK GDPR, and right-to-work verification requirements as applied to recruitment.
• Employer branding: ability to represent Syspro as an employer of choice at events and across digital platforms, contributing to candidate attraction campaigns.
• Communication and candidate experience: excellent verbal and written communication skills; committed to delivering a professional and positive experience for all candidates throughout the process.
• Organisation and prioritisation: strong time management skills with the ability to manage a high volume of concurrent vacancies without sacrificing quality or compliance.
• MS Office proficiency: strong command of Microsoft Office tools including Outlook, Excel, and Word for reporting, scheduling, and candidate communication.

Key Responsibilities

• Manage the end-to-end recruitment process for assigned vacancies — from intake meeting with the hiring manager through sourcing, screening, interviewing, reference and background checking, offer, and onboarding handover — ensuring each stage is completed within agreed timeframes.
• Source technical talent proactively across multiple channels including job boards, Linked In, Git Hub, developer communities, tech meetups, and AI-assisted candidate matching tools, to build diverse and qualified pipelines for software engineering, data, and other technology roles.
• Conduct first-level CV screening and competency-based telephone or video interviews for technical roles, partnering with engineering hiring managers to calibrate shortlists against technical skill requirements and clear assessment rationale.
• Coordinate all interview logistics — including panel scheduling, video conferencing setup, assessment coordination, and candidate communication — ensuring a seamless and professional candidate experience throughout.
• Drive Syspro’s employer brand in the UK tech talent market by representing the organisation at tech meetups, hackathons, career fairs, and developer networking forums, and supporting digital employer brand campaigns.
• Manage all recruitment-related administration and ATS data integrity — including job posting, candidate tracking, regret communication, offer documentation, and reporting — to ensure accurate records are maintained at all times.
• Liaise with hiring managers and People Partners to understand headcount plans, role requirements, and calibration feedback, translating business needs into effective sourcing and selection strategies.
• Track and report on key recruitment metrics — including time-to-fill, time-to-hire, cost-per-hire, and quality-of-hire — providing insights to the People Operations team to support continuous improvement of the recruitment function.
• Build and maintain talent pipelines and candidate pools for recurring and critical roles, ensuring Syspro has access to engaged talent for future organisational needs.
• Ensure all recruitment practices comply with UK employment legislation — including the Equality Act 2010, UK GDPR, and right-to-work verification requirements — embedding equity and inclusion principles throughout the hiring process.
• 25 annual leave days
• 4 weeks paid sick leave per year
• Hybrid working environment (2 - 3 office days as determined by the function/ manager)
• Pension contribution
• Medical aid to eligible employees
• Life insurance
• Group income protection to eligible employees
• Bonus/ commission programmes
• Maternity: 10 weeks at 100% then 10 weeks paid at 50%
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