At a Glance
- Tasks: Lead and develop a team to enhance hiring experiences using data and AI.
- Company: Dynamic company focused on innovative talent acquisition strategies.
- Benefits: Competitive salary, professional growth opportunities, and a collaborative work environment.
- Other info: Fast-paced environment with opportunities for creativity and impact.
- Why this job: Shape the future of hiring while working with senior leaders and cutting-edge technology.
- Qualifications: Experience in talent acquisition leadership and a passion for developing people.
The predicted salary is between 60000 - 80000 £ per year.
Overview
We are looking for a TA Lead who is genuinely excited by what great hiring looks like and motivated to build toward it.
The role focuses on continuously improving candidate and hiring manager experience, using data to manage performance and decisions, and exploring how AI and automation can make the TA team faster, sharper, and more consistent.
You will enjoy developing people, designing better ways of working, and hands-on use of tools and approaches that reduce friction and raise the bar.
Reporting to the Director of Talent Acquisition, this role leads the non-tech hiring function across Product, Analytics, Analytics Graduates, Operations and Corporate Functions.
You will manage and develop a team of Talent Partners, carry a personal requisition load when needed, and maintain direct, independent relationships across the business including with the Executive Leadership Team.
You will contribute to how the function develops as a whole, share what works, identify opportunities to improve collectively, and help shape a team known for delivering an excellent hiring experience.
Responsibilities
- Lead, coach and develop a team of Talent Partners, owning their performance, growth, and development in a structured, deliberate way.
- Drive team delivery in a data-informed manner — using pipeline, funnel, and output metrics to identify opportunities and implement lasting changes.
- Build and maintain independent relationships with senior leaders across the business, including the Executive Leadership Team.
- Own the hiring plan for non-tech roles: ensure roles are filled to bar, timelines are met, and growth and attrition are planned proactively.
- Drive the AI and automation agenda within TA — identify where we can go faster, reduce effort, and improve the experience for hiring managers and candidates.
- Carry a personal requisition load when needed, particularly for complex or high-priority roles.
- Partner with the wider TA function and People Team, keeping the teams’ work connected to the broader people agenda.
Qualifications
- Proven experience leading and developing a TA team, with a track record of improving team performance and delivery output, not just maintaining it.
- Direct experience hiring into Product or Analytics, or experience managing a team that does — with credibility with stakeholders who live in that world.
- Data-driven management: use specific metrics, interventions, and outcomes to inform decisions rather than relying on reports alone.
- Ability to operate independently with senior leaders, including executives — build trusted relationships, push back with evidence, and influence decisions.
- A genuine investment in developing people — not just managing them; alignment with an internal structured growth framework.
- High resilience and a positive, adaptive mindset to help the team pivot with purpose in a fast-moving environment.
- Curiosity and an appetite for AI and automation — evidence of experimentation, not a plan to start someday.
- A background in tech or fintech; familiarity with faster environments is preferred, as opposed to slower, highly process-heavy settings.
- #J-18808-Ljbffr
StudySmarter Expert Advice🤫
We think this is how you could land Talent Acquisition Lead - Product & Analytics in London
✨Dive into the Talent Acquisition Community
Get involved with communities specifically aimed at talent acquisition and recruitment. Follow popular forums, like the HR and recruitment threads on LinkedIn Groups or join Talent Acquisition Meetups in your area. Networking with fellow recruiters and industry experts can lead to hidden job opportunities and insider tips!
✨Show Off Your Expertise at Recruitment Events
Attend recruitment fairs and industry conferences where companies, including Zopa Bank Limited, often showcase their hiring needs. Not only can you meet potential employers face-to-face, but you can also demonstrate your passion and knowledge about the field. Make sure you've got some thoughtful questions ready to impress!
✨Leverage Your University Connections
If you’re a recent grad or still connected to your university, tap into their career services. Many universities have exclusive job boards and connections with companies eager to hire fresh talent in recruitment roles. Plus, you never know who might be able to put in a good word for you at places like Zopa Bank Limited!
✨Tailor Your Digital Footprint
Make sure your online presence reflects your passion for talent acquisition. Share articles, join discussions, and post about trends in recruiting to establish yourself as a knowledgeable candidate. Recruiters often check candidates out online, so use platforms like LinkedIn to showcase your insights and enthusiasm for discovering the right talent!
We think you need these skills to ace Talent Acquisition Lead - Product & Analytics in London
Some tips for your application 🫡
Showcase Your Passion for Talent Acquisition:In your cover letter, let your passion for recruiting shine through! Talk about what drew you to talent acquisition. Share experiences where you helped others find their dream jobs or any times you've been involved in hiring processes – it’ll show us at Zopa Bank Limited that you're genuinely invested in the field.
Highlight Relevant Skills and Certifications:Make sure your CV includes any relevant skills or certifications related to recruiting. Mentioning your knowledge of applicant tracking systems, personality assessments, or even any HR-related qualifications can set you apart. This way, we can see straight away that you're not just any candidate but one with the necessary tools for talent acquisition.
Tailor Your CV for the Job:When applying for Talent Acquisition Lead - Product & Analytics at Zopa Bank Limited, tailor your CV to reflect the job description. Highlight previous experiences in recruitment, candidate sourcing, or employee engagement that align with what we’re after. Personalisation shows we’re not just another checkbox on your job applications!
Bring Your Unique Perspective:In your cover letter, don't hesitate to share your unique perspective on what makes a good recruiter. Whether it's building strong candidate relationships or your approach to diversity in hiring, your insights can resonate well with our team. We love a fresh take, so let it shine!
How to prepare for a job interview at Zopa Bank Limited
✨Know Your Sourcing Strategies
In the talent acquisition world, it’s all about knowing the best sourcing strategies. Be prepared to discuss specific techniques you’ve used to find and attract top talent, whether that’s through social media, networking events, or innovative outreach methods. Bring examples that showcase your capability!
✨Value of Employer Branding
Employer branding is a huge part of recruitment, so be ready to chat about how you’ve contributed to building an attractive company image. Think about how you’d pitch Zopa Bank Limited to potential candidates and maintain a consistent brand image across platforms.
✨Demonstrate Your Interviewing Skills
Since this is a full-time gig, hiring managers will want to see your interviewing prowess. Prepare for mock interview scenarios where you might need to assess candidates' cultural fit and skill set. Practise asking competency-based questions to demonstrate your systematic approach.
✨Engage with Data and Metrics
Being data-driven is key in talent acquisition! Expect to discuss how you’ve used recruiting metrics to refine your strategies. Familiarise yourself with common KPIs, like time-to-fill and candidate satisfaction scores, and be ready to back up your insights with data!
