This is not an internal TA role that posts ads and books interviews. It is a headhunting seat, pointed at the best billers in the market, with the CEO in your corner and a clear path to shaping who becomes the firm’s next generation of equity partners. You will build the engine that doubles, even triples, the team over 2026/27. Every hire you land moves revenue per head. Every system you build outlives you. If you have ever thought “I could recruit recruiters better than anyone,” then this is the role for you.
The company
A boutique, high-performance executive search firm operating at the sharp end of finance and technology. They are deliberately small, deliberately different and obsessed with production quality over headcount.
- High-calibre mandates with some of the most demanding clients in the market
- A platform built to help strong recruiters bill more, faster
- A founder-led culture where standards are high and wins are loud
The role
You will own, run and build a scalable talent engine that attracts, qualifies and converts elite lateral and senior recruiters, and uncovers the firm’s future equity partners.
- Grow the team 2-3x across 2026/27
- Be a true multiplier on the firm’s long-term growth
Key responsibilities
Lead the headhunt, this is where most of your time will be spent. You will run this like a billing desk.
- Define ideal recruiter profiles across Lateral, Senior, Director, Rookie, Affiliate and Rec-to-Rec tracks
- Build and own a live map of 100+ target individuals across priority markets
- Use intel-led search to find the top performers in every target firm
- Run weekly outbound sprints and nurture relationships over 6-12 months
- Know every £500k+ biller in the niche, who is restless and what competitors pay
- Move fast and close offers with conviction
Run inbound without lowering the bar
- Build sharp and multi-angle advertising
- Design a screening scorecard, criteria and standardised rejection messaging
- Reject fast while keeping the candidate experience excellent
- Protect founder time from unqualified candidates
Own the employer value proposition
Turn the firm’s performance culture into a story top billers cannot ignore, built on proof: production per head, mandate quality, platform leverage, equity upside and clear expectations.
- Own the ATS, scheduling, onsite and end-to-end interview process
- Track the full funnel weekly and kill drop-offs before they happen
- Present a weekly dashboard to the CEO: outreach, response, qualified, process, offer and hire projections
Build the brand (from month 9)
Once the first hires land, you will shape the careers site, LinkedIn presence, CEO content and onboarding and turning the firm into a recognised niche authority. TA here is morale infrastructure. You will share pipeline momentum, celebrate milestones, drive senior referrals and help the team see every hire as growth.
Profiles with high-level agency billing experience, or current internal talent acquisition experience, will be prioritised.
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