Talent Acquisition Partner
Summary: The Talent Acquisition Partner at Nobul is responsible for managing end-to-end recruitment processes for various organizations, focusing on building long-term client relationships and delivering quality hires. This role emphasizes consultative, relationship-led work rather than traditional recruitment methods, allowing for autonomy and strategic thinking. The successful candidate will leverage multiple sourcing channels and ensure a positive candidate experience throughout the hiring process. The position is rooted in a culture of trust and high standards, with a strong emphasis on mentorship and collaboration within the team.
Key Responsibilities:
- Growing accounts by building long-term client relationships and understanding the business behind the hire.
- Sourcing candidates through LinkedIn Recruiter, job boards, networking, and direct headhunting.
- Managing the candidate experience throughout the recruitment process.
- Sharing best practices and helping to build team standards.
- Thinking strategically about market realities and future hiring trends.
Key Skills:
- Track record in recruitment, either agency or in-house.
- Experience in building and running hiring processes.
- Strong sourcing abilities across multiple channels.
- History of maintaining positive relationships with candidates and clients.
- Consistent record of achieving recruitment targets.
- Instinct for mentoring and supporting team members.
- Resilience, drive, and self-motivation.
Salary (Rate): undetermined
City: Manchester Area
Country: United Kingdom
Working Arrangements: undetermined
IR35 Status: undetermined
Seniority Level: undetermined
Industry: Other
Talent Acquisition Partner
We're Nobul. We run recruitment end-to-end for not-for-profits, chartered institutes, trade associations and growing businesses. We don't churn roles or throw the same CVs at the same patch of clients. We build a defined process for each hire, we tell clients when not to hire, and we deliver what we promised by the promised date. 96% of the people we place are still in the seat a year later. Our average hire happens in under three interviews. That isn't luck. It's the process, and you'd be part of running it.
About the Role
This is consultative, relationship-led work, not a dialling-for-CVs job. You'll have the autonomy to do it properly and the backing of a team that works the same way.
- Responsibilities
- Growing accounts. Build long-term client relationships by understanding the business behind the hire, not just the job title.
- Sourcing properly. LinkedIn Recruiter, job boards, networking, direct headhunting. Whatever finds the right person rather than the available one.
- Running the candidate experience. Guide people through the full process and leave them better off whether they get the job or not.
- Sharing what works. Help build the standard across the team and bring others up with you.
- Thinking strategically. Tie what you do to market reality and where hiring is heading.
- Required Skills
- A track record in recruitment, agency or in-house. What matters is that you've built and run hiring processes, not just worked a desk.
- Real sourcing ability across multiple channels.
- A history of looking after candidates and clients properly.
- A consistent record of hitting your numbers.
- The instinct to mentor and lift the people around you.
- Resilience, drive, and the kind of self-motivation that doesn't need chasing.
95% of our work comes through referrals, which tells you how we treat the people we work with. We've built teams for government bodies and tech firms, and we've earned the right to be exclusive partners to our clients rather than one of five agencies on a PSL. The culture is built on trust and autonomy. You'll be given the room to do the job well and held to a high standard because of it.
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