Talent Partner / Headhunter – Recruiter Acquisition (UK & Ireland) Group of Companies is looking for a Head Hunter. This position is a Sales & Opportunity Hunter role. For Recruiter Acquisition you will hunt senior recruiters to offer them the opportunity to launch their own recruitment business. Location: Remote, South Africa. The Brief We are seeking an experienced headhunter to identify, engage, and convert high‑performing agency recruiters who are ready to transition into independent/entrepreneurial models. This role requires someone who understands the psychology, motivations, and objections of successful recruiters and knows how to move them from “comfortable” to “committed.” Core Objective Build a consistent pipeline of experienced recruiters (typically 3–15+ years’ experience) who are open to launching their own desk under an independent platform. Key Responsibilities Proactively map and target high‑billing recruiters across the UK & Ireland Headhunt passive talent from established agencies and boutiques Run consultative outreach (not transactional recruiting) Qualify candidates based on billing history, mindset, and readiness for independence Manage the full attraction funnel: outreach → engagement → conversion Handle objections around risk, stability, and leaving current roles Collaborate closely on messaging, positioning, and market feedback Confidentiality Discretion is critical — targets will often be high‑performing individuals not actively on the market. Requirements What We’re Looking For Proven track record in headhunting recruiters (agency‑to‑agency moves or similar) Strong network within the UK & Ireland recruitment market Deep understanding of recruiter motivations, commission structures, and pain points Ability to influence and sell a non‑traditional opportunity (not a salaried job) Highly credible communicator with strong commercial instincts Comfortable operating in a performance‑driven environment Ideal Profile Former recruitment consultant or leader who has “walked the walk.” Experience placing senior or high‑billing recruiters An entrepreneurial mindset understands the leap to self‑employment Skilled at engaging passive, skeptical candidates Success Metrics Number of qualified recruiter conversations Conversion rate to active interest Number of recruiters onboarded Quality (billing potential, experience level, niche strength) Engagement Model Retained / project‑based Hybrid (base + success fee) Other incentives for successful acquisitions Benefits 25 days annual leave 40‑day work week with flexibility on start and finish of work hours - agreed with the company directly (core hours to be covered) Why This Is Different You are not selling another recruitment job. You are selling a career shift into independence, which requires a far more strategic, consultative, and persuasive approach. #J-18808-Ljbffr