Mandatory Startup Experience MUST BE WORKING FOR A START UP!! Role Overview We’re looking for a Talent Acquisition Specialist to own and elevate how we hire across non-technical functions - improving quality of hire, reducing reliance on external agencies, and building a world‑class candidate experience. This role is about raising the bar. You’ll act as a dedicated talent partner to non‑technical teams, working closely with the relevant People Business Partner and business leadership to ensure we consistently hire exceptional talent that succeeds at COMPANY. Key Responsibilities End‑to‑end hiring Own the full recruitment lifecycle across non‑technical roles (e.g. Customer Success, Growth, Finance, Legal, Operations) Partner with Hiring Managers and the People Business Partner to define role requirements and craft high‑quality job specs Build and manage strong inbound and outbound pipelines Functional Alignment & Business Partnership Act as the primary talent partner for your aligned business functions Work closely with the People Business Partner and business leadership to align hiring with team priorities Develop a deep understanding of team structures, hiring needs, and capability gaps Screening & Quality Control Conduct structured, high‑signal screening to assess candidate quality before Hiring Manager involvement Act as a quality gatekeeper, pushing back when the bar is not met Continuously improve how we assess candidates across different functions Interview Design & Assessment Design and evolve interview processes, scorecards, and assessments to ensure consistent, high‑quality hiring decisions Calibrate with hiring managers and interviewers to maintain a high hiring bar Candidate Experience Own and continuously improve the candidate experience end‑to‑end Ensure all candidate interactions reflect COMPANY’s high standards, speed, and attention to detailSpeed & execution Run fast, efficient processes across multiple roles simultaneously Ensure interviews are well‑structured, coordinated, and high signal Remove friction for Hiring Managers wherever possible Sourcing & Pipeline Building Proactively source high‑quality candidates using creative and data‑driven approaches Build long‑term relationships with strong candidates across relevant functions Reduce dependency on agencies by building strong internal pipelines Offer Management & Closing Own offer processes, including structuring, negotiation, and closing candidates Partner with Hiring Managers and leadership to secure top talent in competitive markets Agency Ownership (where needed) Manage and optimise relationships with external recruiters for niche roles Set clear expectations and hold partners accountable for quality Data & Continuous Improvement Use data to inform and improve hiring decisions and processes Track funnel performance and identify areas for optimisation Quality of Hire & Feedback Loops Track and continuously improve quality of hire Use post‑hire performance and probation outcomes to refine hiring decisions and processes Stakeholder Enablement Coach and support Hiring Managers to improve interview quality and consistency Drive alignment on hiring standards and decision‑making AI & Automation Leverage AI tools and automation to streamline sourcing, screening, coordination, and communication Continuously identify opportunities to reduce manual work and improve efficiency Stay at the forefront of modern recruiting practices Process & Strategy Design and evolve hiring processes that balance speed and quality Translate business hiring needs into effective recruiting strategies in partnership with the People Business Partner Contribute to employer brand by shaping how COMPANY shows up to candidates Requirements 4+ years of experience in recruiting across non‑technical roles Proven track record of hiring high‑quality candidates in fast‑paced environments Strong ability to assess candidate quality and generate clear hiring signals Experience partnering with a variety of business functions (e.g. commercial, operations, finance, etc.) Comfortable operating with a high degree of autonomy while partnering closely with stakeholders Strong stakeholder partner – able to influence and push back constructively Highly organized and able to manage multiple roles without dropping the ball Excellent communication skills and strong attention to detail Ideal Candidate Demonstrates a strong commitment to quality of hire, not just filling roles Highly proactive, with a bias toward action and the ability to operate without direction Able to move quickly while maintaining strong judgment and decision‑making standards AI‑savvy, with a continuous focus on automation and improving efficiency Takes full ownership of problems and drives outcomes end‑to‑end Motivated by building and improving systems, not just maintaining existing processes What Success Looks Like We consistently hire high‑quality talent across non‑technical functions New hires are high‑performing and successful in their roles Improved probation pass rates through better hiring decisions Hiring managers are unblocked and supported Our reliance on external recruiters decreases significantly over time Candidates have a fast, thoughtful, and high‑quality experience COMPANY consistently attracts top‑tier talent #J-18808-Ljbffr