Talent Acquisition Advisor

• Own end-to-end recruitment, from briefing and advertising through to offer and pre-boarding, making sure candidates have a great experience throughout.

• Own recruitment admin across the talent acquisition lifecycle, including offer letters and keeping the ATS and HR system up to date, ensuring a smooth handover to People and Culture ahead of onboarding.

• Screen applications and carry out initial candidate interviews to assess suitability, coordinating interviews across all stages of the process.

• Work closely with the Talent Manager and key stakeholders to align attraction activity with business priorities.

• Use data to monitor performance and improve pipeline quality, engagement and conversion.

• Raise the profile of the Talent function across the business, supporting hiring managers with recruitment best practices.

• Build and manage talent pipelines across key areas, proactively sourcing and headhunting through networks, previous applicants, employee referrals, industry contacts, agencies and specialist forums.

• Strengthen our EVP through social content and an active LinkedIn presence that reflects our culture and keeps our network up to date on live opportunities.

• Identify and attend recruitment events that support our talent attraction strategy.

• Write and post job adverts across relevant boards and channels, making sure they are accurate, on-brand and reaching the right audience.

• Embed inclusive practices across all recruitment activity to build diverse hiring pipelines.

About you

• Recruitment experience: you've worked across the full recruitment process, from brief through to offer and you know how to keep roles moving.

• Sourcing and headhunting: you're hands-on at finding and engaging passive candidates, using LinkedIn Recruiter, Boolean search and your own network.

• Stakeholder management: you can work alongside hiring managers and senior stakeholders, turn business priorities into attraction activity and push back when you need to.

• Employer brand and social: you've created or contributed to recruitment content. You don't need to be a content specialist, but you should understand how social attracts talent.

• Inclusive hiring: you've actively applied inclusive attraction and recruitment practices.

• Data and reporting: you're comfortable using recruitment data to work out what's landing and make a case for change.

• Candidate experience: you run a process candidates respond well to, with an instinct for communication and keeping people informed.

• AI in your day to day: you use AI to work faster and smarter, whether that's drafting adverts and outreach, summarising CVs, building Boolean strings or pulling together market insight. You know where it saves time and where a human call is still needed.