Senior Recruiter — AI Talent Placement in London

• London Arena, United Kingdom | Posted on 05/04/2026
• Job Type Full time
• Industry Employment - Recruiting - Staffing
• Work Experience 4-5 years
• City London Arena
• State/Province Greater London
• Country United Kingdom

About Us

Utiva is a Technology Workforce Development company that helps people learn premium technology skills virtually and partners with companies to hire the best talents and invest in workforce development.

Job Description

Utiva is a UK-based AI-powered platform that combines talent training, AI-driven hiring, and compliant global payroll into one operating system.

We've trained over 102,000 professionals across 19 countries and placed talent into companies including Bank of America, Siemens Healthineers, Deloitte, Net App, and Wise.

Our platform operates across three products: Utiva Learn (AI-powered training and micro-courses), Utiva Hire (AI-driven talent matching and assessments), and Utiva Pay (cross-border payroll and compliance).

Google, Meta, HP Foundation, Techstars, and Tech Nation back us. We are scaling our UK operations and building the team that will own London's AI talent placement market.

The Opportunity

We're hiring a Senior Recruiter to lead AI talent placement in London.

This is a hands‑on, high‑ownership role.

You will build and manage the full placement lifecycle — sourcing AI‑skilled candidates, engaging London employers, matching talent to roles, and ensuring placements are sustained.

You're not filling a req from a job board. You're building a placement engine. You have a dedicated team lead on talent search and engagement to collaborate with.

This role has a direct commercial impact. Every placement you make generates recurring revenue through Utiva Hire and Utiva Pay. You're not a cost centre — you're a revenue driver.

• What You’ll Do
• 1. Build and Manage the Candidate Pipeline (35%)
• Source AI‑skilled candidates from Utiva's UK alumni network (14,000+), 50+ bootcamp training partners, community organisations, and direct outreach channels.
• Screen and pre‑qualify candidates through structured intake calls — evaluating technical readiness, communication skills, work eligibility, and role fit.
• Manage a live pipeline of 100–150 active candidates at any given time, segmented by skill level, readiness, and target role type.
• Build and maintain relationships with bootcamp partners to create a consistent, repeatable supply of freshly trained AI talent.
• Run targeted outreach campaigns for women in AI — ensuring a minimum 40% female pipeline.

Identify and activate women‑focused training providers, community groups, and referral networks in London.

• Maintain accurate, up‑to‑date candidate records in Utiva's platform, including assessment scores, availability, preferences, and placement status.
• 2. Employer Engagement and Account Development (30%)
• Work alongside Utiva's recruitment firm partner to engage and onboard London SMEs as hiring clients.
• Own employer relationships once introduced — conduct needs assessments, define role specifications, and build hiring confidence with sceptical SME hiring managers.
• Translate employer needs into structured role profiles mapped to Utiva's AI matching engine, covering technical skills, soft skills, hours, compensation, and growth potential.
• Present pre‑assessed, matched candidates to employers with clear candidate summaries, assessment data, and readiness recommendations.
• Manage the full hiring process: shortlisting, employer presentations, interview coordination, offer negotiation, and start‑date confirmation.
• Develop each employer relationship into a repeat hiring account — the goal is not one placement per SME, but 2–4 placements per year becoming a commercial relationship.
• Attend employer site visits, hiring manager meetings, and industry networking events to build Utiva's employer brand in London.
• 3. Placement Delivery and Retention (25%)
• Own the placement target: deliver sustained placements at a pace of 5–8 per month once the pipeline matures (Month 3 onwards).
• Ensure every placement is set up for success — coordinating onboarding support, mentoring, and check‑in schedules before the candidate's first day.
• Conduct structured retention check‑ins at 30, 60, and 90 days with both the candidate and the employer. Identify and resolve issues before they become dropouts.
• Track and report on placement quality metrics: time‑to‑fill, retention rate, employer satisfaction, candidate satisfaction, and revenue per placement.
• Support the women‑in‑AI mentoring track by connecting placed female candidates with industry mentors and peer support groups.
• Escalate at‑risk placements immediately — don't wait for the next check‑in. A lost placement is lost revenue.
• 4. Market Intelligence and Reporting (10%)
• Provide weekly pipeline, placement, and revenue reports to the Head of Operations and CEO.
• Share market intelligence on London AI hiring trends, salary benchmarks, competitor activity, and employer sentiment.
• Contribute insights to product development — what features do employers and candidates need from Utiva Hire and Utiva Learn?
• Document employer feedback, candidate journeys, and placement outcomes for case studies and marketing materials.
• Monthly Placement Velocity (once pipeline matures)

Industry standard for a supported tech recruiter is 4–6 placements per month.

We expect 5–8 per month from Month 3 onwards, given the pre‑built pipeline and employer partner support.

• First 90 Days
• 150 candidates sourced, screened, and in active pipeline
• 20+ employer relationships active (with recruitment firm partner)
• Pipeline gender balance at 40%+ women
• By Month 6
• 35+ placements delivered and sustained
• 3+ repeat hiring conversations with existing employer accounts
• By Month 9
• 50+ sustained placements (minimum 25 hours/week, 6‑month track)
• Employer satisfaction score of 4.0/5 or above
• 5+ employers converted to commercial hiring accounts

Compensation

This role is structured to reward placement delivery.

The base retainer provides stability.

The commission and bonus structure ensures your earnings scale directly with your impact.

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