TA Lead

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'll manage and develop a team of Talent Partners, carry a personal req load when needed, and operate with direct, independent relationships across the business including with the Executive Leadership Team. As part of the wider TA leadership, you'll contribute to how the function develops as a whole - sharing what works, identifying opportunities to improve collectively, and helping shape a team known for delivering a genuinely 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 way - using pipeline, funnel, and output metrics to identify opportunities and make changes that stick.
• Build and maintain independent relationships with senior leaders across the business, including the Executive Leadership Team.
• Own the hiring plan for non-tech: ensuring roles are filled to bar, timelines are met, and growth and attrition are planned proactively.
• Drive our AI and automation agenda within TA - identifying where we can go faster, reduce effort, and improve the experience for hiring managers and candidates.
• Carry a personal req load when needed - particularly for complex or high-priority roles.
• Partner with the wider TA function and People Team, keeping the team's work connected to the broader people agenda.

Qualifications & Experience

• Proven experience leading and developing a TA team - with a demonstrable 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 - you need to understand the nuances of these disciplines to develop your talent partners and be credible with stakeholders who live in that world.
• Someone who uses data as a management tool, not a reporting tool - you can point to specific metrics, specific interventions, and specific outcomes.
• Ability to operate independently with senior leaders, including executives - building trusted relationships, pushing back with evidence, and influencing decisions without relying on others to open the door.
• A genuine investment in developing people - not managing them, developing them. We use a structured growth framework internally and we want someone who will engage with it, not file it away.
• High resilience and a positive, adaptive mindset - Zopa moves fast and changes direction when it needs to. This team needs a leader who helps others pivot with purpose, not someone who needs stability before they can perform.
• Curiosity and a real appetite for AI and automation - not a plan to get started eventually, but evidence that you're already experimenting.
• A background in tech or fintech - not because of the label, candidates from slower-moving or more process-heavy environments typically find the adjustment significant, and this role doesn't have a long runway to find your footing.

Benefits & Working Arrangements

At Zopa we value flexible ways of working. We value face‑to‑face collaboration and a good work‑life balance. This hybrid role requires you to come to our London office 2‑3 days a week. You'll also have the option of working from abroad for up to 120 days a year! But no matter where you are, we'll make sure you've got everything you need to thrive, both in your work and home life, from day one.

Legal

Subject to having the right to work in the country of choice.