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- Tasks: Lead and improve our talent ecosystem, ensuring the right people are in the right roles.
- Company: Dynamic consultancy focused on quality delivery and sustainable talent systems.
- Benefits: Competitive salary, leadership development, and a collaborative work environment.
- Why this job: Make a real impact by shaping talent strategies that drive success and growth.
- Qualifications: Senior talent leadership experience with a strong recruitment background.
- Other info: Join a supportive team where your leadership can thrive and influence change.
The predicted salary is between 48000 - 72000 £ per year.
The Talent Director is responsible for the overall health, quality, and pace of our talent ecosystem. This is a senior leadership role focused on ensuring we consistently have the right people, in the right places, at the right time - without compromising delivery quality or culture as the business scales.
This role sits above and alongside specialist talent leaders, each owning a distinct pillar of the talent system. Rather than running a personal recruitment stream, the Talent Director designs, leads, and continuously improves the operating model that allows quality, pace, and resilience to exist at scale. This is not a traditional consultancy-style Talent Acquisition role. It is a leadership role for someone who understands recruitment deeply, but is motivated by building sustainable systems, coaching strong leaders, and aligning talent decisions with delivery and commercial outcomes.
Key responsibilities- Own the overall talent operating model across our consulting eco-system and permanent hiring, ensuring it supports quality delivery, pace, and long-term resilience.
- Lead and develop the talent hub with clear, distinct remits, including: Consulting quality and capability development, Consultant resourcing, flow, and workforce deployment, Internal hiring and permanent talent pipelines.
- Ensure clear ownership, strong collaboration, and shared accountability across these areas.
- Act as the senior point of alignment between Talent, Delivery, and Commercial leadership, ensuring workforce decisions directly support account needs, client outcomes, and growth plans.
- Set expectations and standards for quality, pace, and consistency across the talent function, using clear metrics and evidence to assess performance and risk.
- Oversee consultant strategy at a system level, ensuring consultants are engaged intentionally, deployed thoughtfully, and aligned to account and sector needs.
- Support workforce planning for bids, new accounts, and scaling opportunities, ensuring talent considerations are embedded early rather than treated as a downstream problem.
- Create clarity around sector, account and desk-based hiring needs, enabling more focused, credible, and effective searches for senior and specialist roles.
- Build a talent model that reduces fragility and single points of failure by developing internal capability, cross-skilling where appropriate, and strengthening succession and cover.
- Coach and support talent team to continuously improve judgement, prioritisation, and decision-making, rather than relying on heroics or volume activity.
- Define, track, and communicate meaningful talent metrics that give leadership confidence in workforce health, quality, and readiness.
Who you are and how you’ll make an impact
You are a senior talent leader with a strong grounding in recruitment who has evolved beyond running an individual recruitment stream. You understand contracts, delivery environments, and customer-facing relationships, but your real strength lies in building clarity, trust, and systems that work. You are comfortable operating at senior level, influencing delivery and commercial leaders, and holding others to account - without needing to be the loudest voice in the room. You care deeply about quality and pace, and you take pride in creating environments where strong people can do their best work consistently.
Background and experience
- Experience in recruitment-led environments such as RPO, talent pool, or consultancy models, where contracts, delivery outcomes, and client relationships matter.
- Strong understanding of how talent decisions impact delivery quality, commercial outcomes, and organisational resilience.
- Experience leading and developing senior talent or recruitment leaders, rather than only individual contributors.
- Comfortable working closely with delivery and commercial stakeholders in a customer-facing context.
- Experience designing or operating talent models that balance speed, quality, and sustainability.
How you’ll make an impact
You bring structure and confidence to how talent is owned and governed. You enable the talent hub to thrive in clearly defined roles, without overlap or confusion. You improve delivery confidence by ensuring workforce decisions are intentional and evidence-led. You reduce dependency on individuals and last-minute interventions as the business grows. You help the organisation scale in a way that feels calm, deliberate, and high quality - even under pressure.
Talent Director employer: Tecknuovo
Contact Detail:
Tecknuovo Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Talent Director
✨Tip Number 1
Network like a pro! Get out there and connect with industry leaders, attend events, and join relevant online communities. The more people you know, the better your chances of landing that Talent Director role.
✨Tip Number 2
Showcase your expertise! Use platforms like LinkedIn to share insights on talent management and recruitment strategies. This not only positions you as a thought leader but also attracts attention from potential employers.
✨Tip Number 3
Prepare for interviews by understanding the company’s culture and values. Tailor your responses to demonstrate how your experience aligns with their needs, especially in building sustainable talent systems.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets noticed. Plus, we love seeing candidates who are proactive about their job search.
We think you need these skills to ace Talent Director
Some tips for your application 🫡
Tailor Your Application: Make sure to customise your CV and cover letter for the Talent Director role. Highlight your experience in building sustainable talent systems and how you've influenced delivery and commercial outcomes in previous positions.
Showcase Leadership Skills: We want to see your leadership style! Share examples of how you've coached and developed senior talent leaders, and how you've created environments where strong people can thrive. This is key for us!
Be Evidence-Led: When discussing your achievements, use metrics and evidence to back up your claims. Show us how you've tracked and communicated talent metrics that improved workforce health and quality in your past roles.
Apply Through Our Website: Don't forget to submit your application through our website! It’s the best way for us to receive your details and ensure you’re considered for this exciting opportunity. We can't wait to hear from you!
How to prepare for a job interview at Tecknuovo
✨Understand the Talent Ecosystem
Before your interview, take some time to really grasp the talent ecosystem of the company. Familiarise yourself with how they operate and the specific challenges they face. This will help you articulate how your experience aligns with their needs and demonstrate your understanding of the role.
✨Showcase Leadership Experience
As a Talent Director, you'll need to lead and develop teams. Be prepared to share specific examples of how you've successfully coached leaders or improved team performance in the past. Highlight your ability to create clarity and trust within a team, as this is crucial for the role.
✨Align Talent Decisions with Business Outcomes
During the interview, emphasise your understanding of how talent decisions impact delivery quality and commercial outcomes. Prepare to discuss metrics you've used in the past to assess performance and risk, showcasing your data-driven approach to talent management.
✨Demonstrate Your Strategic Thinking
This role requires a strategic mindset. Be ready to discuss how you've designed or operated talent models that balance speed, quality, and sustainability. Share your thoughts on workforce planning and how you've embedded talent considerations early in the process to avoid downstream issues.
