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- Tasks: Lead recruitment efforts and enhance hiring performance across the UK or EU.
- Company: Join a passionate People Team at Vintage Cash Cow and Arcavindi.
- Benefits: Competitive salary, career growth, and a vibrant work culture.
- Why this job: Make a real impact by shaping a diverse and inclusive workforce.
- Qualifications: 5+ years in recruitment with leadership experience preferred.
- Other info: Dynamic role with opportunities for continuous improvement and collaboration.
The predicted salary is between 42000 - 52000 £ per year.
About the team: At Vintage Cash Cow and Arcavindi, our People Team is passionate about creating an exceptional employee experience, from first interaction to long-term growth. Within the team, our Talent Acquisition function is dedicated to finding, engaging, and hiring people who share our purpose: creating a world where everything has value and nothing is wasted. We partner across Operations, Logistics, Tech, and Commercial teams to ensure every hire strengthens our culture and fuels our mission: to build the world’s largest trading platform for pre-loved items, driven by people and data. We don’t just hire for skills. We hire people who add to our culture — bringing curiosity, ownership, and fresh thinking to help us scale sustainably.
About the role: As a Talent Acquisition Lead / Manager, you own hiring performance for your market. You are accountable for delivery outcomes, stakeholder confidence, sourcing effectiveness, and process excellence across your region (UK or EU). This is a leadership role with hands‑on credibility. While you won’t carry the same volume as a TA Partner, you remain close enough to delivery to coach, unblock, and elevate standards. You’ll lead and develop TA Partners and Resourcing Partners, ensuring structured hiring, strong pipelines, and a consistent, values‑led candidate experience. You are the bridge between global TA strategy and market execution.
Getting Started... Build a deep understanding of your market’s workforce plan and hiring priorities. Establish trusted relationships with senior stakeholders and hiring managers. Review current pipeline health, time-to-hire, and performance metrics. Align your team on sourcing focus, SLAs, and quality standards.
Establishing Your Impact… Take accountability for market‑level hiring performance and delivery outcomes. Coach TA Partners and Resourcing Partners to improve consistency and efficiency. Drive clarity in intake sessions, role scoping, and success profiling. Strengthen proactive pipelining across recurring and critical roles. Ensure structured, inclusive hiring practices are embedded across your region.
Driving Excellence… Own market hiring forecasts and workforce planning alignment. Lead sourcing strategy for your region, ensuring strong channel performance and diverse talent pools. Monitor funnel health, conversion rates, and time-to-hire metrics. Identify bottlenecks and implement practical process improvements. Activate EVP and attraction initiatives within your market. Support senior or critical hiring projects where required. Drive a culture of accountability, collaboration, and continuous improvement within TA.
Key Goals & Objectives: Deliver hiring performance in line with workforce plan and agreed SLAs. Maintain ≤30-day average time-to-hire across supported functions. Maintain 90%+ hiring manager satisfaction within your market. Improve funnel conversion and pipeline strength quarter-on-quarter. Reduce agency reliance through effective sourcing strategy. Ensure consistent ATS discipline and data accuracy across your team. Embed inclusive hiring practices across all roles.
Key Responsibilities: Own market-level recruitment performance and reporting. Lead and develop TA Partners and Resourcing Partners. Facilitate effective intake and workforce planning conversations. Oversee structured interview processes and quality control. Review pipeline data and take action on conversion gaps. Drive sourcing focus across priority and hard-to-fill roles. Partner with Head of TA on forecasting and strategic workforce planning. Represent TA in senior stakeholder discussions. Support onboarding session delivery where required. Champion continuous improvement and operational discipline across TA.
Essential Skills & Experience: 5+ years’ recruitment experience (in‑house preferred). Experience leading or mentoring recruiters in a fast‑paced environment. Strong stakeholder management at senior level. Proven success delivering hiring performance across multiple functions. Strong sourcing understanding and pipeline strategy capability. Comfortable analysing recruitment data and performance metrics. Experience working across multiple markets is advantageous. Confident, structured, and commercially aware. Curious, people-focused, and purpose-driven.
Talent Acquisition Lead in Morley employer: Vintage Cash Cow
Contact Detail:
Vintage Cash Cow Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Talent Acquisition Lead in Morley
✨Tip Number 1
Get to know the company inside out! Research Vintage Cash Cow and Arcavindi's mission, values, and culture. This will help you connect with the hiring team and show that you're genuinely interested in being part of their journey.
✨Tip Number 2
Network like a pro! Reach out to current employees on LinkedIn or attend industry events. Building relationships can give you insider info and might even lead to a referral, which can boost your chances of landing that Talent Acquisition Lead role.
✨Tip Number 3
Prepare for interviews by practising common questions and scenarios related to talent acquisition. Think about how you can demonstrate your experience in leading teams and improving hiring processes. Confidence is key!
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets seen by the right people. Plus, it shows you’re serious about joining the team and ready to contribute to their mission.
We think you need these skills to ace Talent Acquisition Lead in Morley
Some tips for your application 🫡
Know Your Audience: Before you start writing, take a moment to understand who you're addressing. Tailor your application to reflect the values and culture of Vintage Cash Cow and Arcavindi. Show us that you get what we're about and how you can contribute!
Be Authentic: We love genuine personalities! Don’t just list your skills; share your story. Let us know what drives you and how your experiences align with our mission. This is your chance to shine, so be yourself!
Highlight Relevant Experience: Make sure to showcase your recruitment experience, especially in leading or mentoring roles. We want to see how you've made an impact in previous positions, so don’t hold back on the details that demonstrate your success.
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 us you’re keen to join our team!
How to prepare for a job interview at Vintage Cash Cow
✨Know Your Market Inside Out
Before the interview, dive deep into understanding the workforce plan and hiring priorities of the company. Familiarise yourself with their current pipeline health and performance metrics. This knowledge will not only impress your interviewers but also show that you're genuinely interested in contributing to their goals.
✨Build Relationships with Stakeholders
During the interview, highlight your experience in establishing trusted relationships with senior stakeholders and hiring managers. Share specific examples of how you've successfully collaborated with different teams to enhance hiring processes. This will demonstrate your ability to bridge gaps and drive results.
✨Showcase Your Coaching Skills
As a Talent Acquisition Lead, you'll be expected to coach and develop your team. Be prepared to discuss your mentoring experiences and how you've improved consistency and efficiency in hiring. Use concrete examples to illustrate your impact on team performance and candidate experience.
✨Emphasise Data-Driven Decision Making
Make sure to talk about your comfort with analysing recruitment data and performance metrics. Discuss how you've used data to identify bottlenecks and implement process improvements in previous roles. This will show that you have a strategic mindset and are focused on continuous improvement.