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Talent Acquisition Lead
La Fosse Associates. Own end-to-end recruitment for experienced and senior appointments across agreed business areas .
Core Competencies
Role fitCore Competencies
Use this summary to align your resume positioning with the role.
Demonstrates expertise in end-to-end recruitment processes, including talent sourcing, market mapping, and candidate engagement, while effectively partnering with senior leadership to align hiring strategies with business objectives.
Highest-signal resume keywords
End-To-End RecruitmentTalent PipeliningMarket MappingCandidate EngagementWorkforce Planning
ATS Keywords
Tailor your resumeApplicant Tracking System Keywords
Tip: use these terms in your resume and cover letter to boost ATS matches.
Hard Skills
Proactive SourcingDirect SourcingTalent AssessmentData-Driven Decision MakingHiring Forecasting
Soft Skills
Relationship-BuildingConstructive ChallengingOrganizational SkillsCoaching
Industry Keywords
Talent AcquisitionCommercial EnvironmentSales-Focused RecruitmentInclusive Hiring Practices
About the role
Key responsibilities & impact- Own end-to-end recruitment for experienced and senior appointments across agreed business areas
- Proactively identify, source and engage passive talent across core and developing markets
- Build and maintain talent pipelines for current and future hiring requirements
- Develop tailored sourcing and engagement strategies for priority and business-critical hires
- Lead candidate qualification and assessment
- Manage candidate processes from initial engagement through offer and close
- Maintain detailed market maps across strategically important talent pools
- Partner with Directors, Managing Directors and senior leaders
- Translate divisional growth plans into hiring priorities
- Advise on talent availability, compensation, competitor activity and market conditions
- Challenge hiring briefs and approaches using market insight
- Report on pipeline progress, market feedback, risks and next steps
- Shape quarterly and annual hiring plans with the Head of Talent Acquisition
- Support headcount planning, hiring forecasts and prioritisation
- Identify future capability gaps and build proactive pipelines
- Use recruitment data and market insight for workforce planning
- Support TA budget planning, forecasting and management
- Track recruitment investment and sourcing-channel effectiveness
- Maintain hiring forecasts and pipeline data
- Provide reporting and recommendations for senior decision-making
- Support and coach Talent Acquisition colleagues
- Share market knowledge, sourcing approaches and best practice
- Lead improvements across TA processes, technology, sourcing and candidate experience
- Partner with Marketing on employer brand and attraction activity
- Champion inclusive hiring practices
- Deputise for the Head of Talent Acquisition where appropriate
Requirements
What you’ll need- Strong background in internal Talent Acquisition within a recruitment business, staffing company or another sales-led organisation
- Significant experience proactively sourcing and engaging passive talent
- Experience recruiting experienced and senior-level hires within a commercial or sales-focused environment
- Strong direct sourcing, market mapping and talent pipelining capability
- Confidence partnering with Directors and senior leadership teams
- Ability to challenge hiring managers constructively and provide evidence-based recommendations
- Strong candidate engagement, relationship-building and closing skills
- Commercial mindset and understanding of how hiring decisions connect to business performance and growth
- Experience using recruitment data and market insight to inform hiring decisions
- Strong organisation and ability to manage multiple senior or business-critical hiring processes simultaneously
- Interest in developing into workforce planning, strategy, budgets and TA leadership
- Experience coaching or mentoring others within Talent Acquisition is advantageous but not essential
- Previous formal people management experience is not essential
Benefits
Comp & perks- Competitive base salary with significant bonus and OTE opportunities
- Up to 30 days of annual leave, plus bank holidays, birthday off and Christmas closure period
- Hybrid working: three days a week from the London office
- Two weeks per year to work from anywhere
- Annual company ski trip
- Subsidised gym membership
- Weekly in-office massages
- Mental health support and professional resources
- Enhanced maternity, paternity and carer support
- Regular team socials
- Performance incentives and rewards
- Discounted private healthcare and dental plans
- Employee ownership and stake in the long-term success of the company