About our Client
Our client is a global learning and development business that helps organisations improve performance through creative learning solutions, training programmes and sales enablement. Working with leading technology brands, they combine learning design, digital innovation and practical expertise to develop engaging experiences that help people build knowledge, skills and confidence.
With a collaborative, international team and a strong focus on innovation, the business operates in a fast-moving, client-focused environment where quality, adaptability and great people are central to its success.
Part-time | Approximately 3 days per week | Flexible, remote-first working | 12 Months Contract
The Opportunity
We’re looking for an experienced Talent Acquisition Manager to shape and improve how a growing, commercially focused business attracts, hires and deploys talent.
This is a hands-on role combining end-to-end recruitment delivery with the opportunity to influence hiring strategy, workforce planning and recruitment processes as the business evolves.
Working closely with senior leaders and the wider People team, you’ll help ensure hiring is aligned with business priorities, candidates have a positive experience, and recruitment processes are effective, consistent and scalable.
The role is initially part-time, offering the opportunity to make a meaningful impact while working flexibly.
What You’ll Be Doing
Recruitment Delivery
- Manage end-to-end recruitment across a broad range of roles, from initial briefing through to offer and onboarding coordination.
- Partner with hiring managers to understand business needs, team growth plans and required capabilities.
- Manage sourcing, screening, candidate engagement, interviews and recruitment pipelines.
- Support permanent, freelance and contractor hiring.
- Recruit across a variety of functions, including client-facing, operational, technical, project and creative roles.
- Provide advice on recruitment strategies, market conditions, candidate assessment and hiring decisions.
Hiring Strategy and Workforce Planning
- Partner with business leaders to identify hiring priorities, capability gaps and potential recruitment challenges.
- Support workforce planning and recruitment forecasting.
- Use recruitment data and market insights to inform decisions and improve hiring effectiveness.
- Help leaders balance competing priorities and make informed hiring trade-offs.
Systems and Process Improvement
- Review and improve recruitment processes to make them more efficient, consistent and scalable.
- Identify opportunities to improve the use of recruitment technology, systems and data.
- Contribute to the implementation, optimisation and effective adoption of recruitment systems and tools.
- Develop effective talent pipelines and improve how the business attracts and engages candidates.
- Work collaboratively with People Operations to support smooth onboarding and transitions into the business.
Stakeholder and Candidate Experience
- Build trusted relationships with hiring managers and senior stakeholders.
- Keep recruitment processes organised, transparent and moving at pace.
- Ensure candidates receive clear communication and a positive, professional experience.
- Work collaboratively across the People team to deliver a