Digital Talent Partner

Adecco (Portugal); City Of London; Hybrid; GBP 64,000 - 84,000; Part time

Job summary

Adecco is seeking a Senior Talent Partner to own the hardest and highest-priority hiring for a government client. You will partner with senior leaders, challenge unrealistic briefs, and craft tailored search strategies across tech, AI, data, cyber, product and digital delivery.

Manage end-to-end campaigns, build pipelines in specialist markets, and convert high-value candidates through engaging outreach and strategic negotiation.

Qualifications

• Own end-to-end hiring campaigns and map the market.
• Build tailored search strategies across technology and digital delivery.
• Engage with senior leaders to align hiring plans with market realities.

Responsibilities

• Lead priority and difficult-to-fill campaigns from brief to offer.
• Map the market and identify prospective candidates.
• Directly approach candidates rather than relying on applications.
• Provide honest market insights on availability, location and compensation.
• Support senior leaders through offer and closing conversations.

Skills

Talent acquisition

Stakeholder management

Market mapping

Candidate engagement

Search strategy

Tools

LinkedIn Recruiter

ATS systems

Job description

Senior Talent Partner
400 daily inside IR35
6 months contract
Can be based in either London or Manchester office
Hybrid working 1 - 2 days a week

A government client is looking for a Senior Talent Partner to take ownership of their hardest and highest-priority hiring. You will work directly with senior leaders, challenge requirements that will not work in the market and build tailored search strategies across technology, AI, data, cyber, product and digital delivery.

• Own our hardest searches end to end. Lead priority and difficult-to-fill campaigns from brief through to accepted offer. Map the market, identify prospective candidates and make direct approaches rather than waiting for applications.
• Be a real partner to senior leaders. Get underneath the problem behind a vacancy, sharpen the brief and agree a realistic hiring strategy. Challenge constructively when requirements, timelines or expectations do not match the market.
• Build talent before we urgently need it. Develop relationships with people in specialist and hard-to-find markets and create engaged pipelines for recurring workforce needs.
• Turn market evidence into better decisions. Bring leaders honest insight on talent availability, location, reward, candidate motivation and competing opportunities. When the original plan is unlikely to work, recommend a better one.
• Lead candidate engagement and conversion. Build relationships with high-value candidates, understand what might make them move and support senior leaders through offer and closing conversations.