Talent Acquisition Specialist

JR United Kingdom; Oxford; On-site; GBP 30,000 - 50,000; Full time

Job summary

A leading company in the technology sector is seeking a Talent Acquisition Specialist to oversee the full recruitment lifecycle. This role involves collaborating with senior leaders and using innovative methods to source candidates across multiple geographies. Ideal candidates will have a strong background in recruiting for technology roles and proactive hiring experience, ensuring a competitive edge in a rapidly scaling business environment.

Qualifications

• Experience in full life-cycle recruitment, ideally in technology.
• Strong understanding of data and development roles.
• Knowledge of multiple geographies for hiring.

Responsibilities

• Manage the recruitment process from job design to onboarding.
• Develop proactive talent attraction approaches.
• Build relationships with hiring managers to guide recruitment.

Skills

Proactive hiring

Talent attraction

Candidate experience

Networking

Relationship building

Tools

Applicant Tracking Software

Job description

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Talent Acquisition Specialist, oxford district

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Client:

Location:

oxford district, United Kingdom

Job Category:

Other

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EU work permit required:

Yes

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Job Views:

2

Posted:

06.06.2025

Expiry Date:

21.07.2025

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Job Description:

Talent Acquisition Specialist

The Talent Acquisition Specialist is a full life-cycle recruitment role. This individual will manage the attraction, recruitment and selection process across the business, from job-design and position advertisement through to offer management and onboarding.

Working closely with senior leaders, hiring managers and the wider People and Talent team, the Talent Acquisition Specialist brings subject matter expertise to deliver a best-in-class hiring experience for candidates and internal stakeholders. Our in-house talent team are tasked with ensuring Zenzero’s approach to talent acquisition is effective, innovative and market competitive. This is a proactive recruitment role; while some roles are successfully filled through applications, the majority of roles will require a ‘headhunting’ approach to identify the best candidates in market. This individual must bring experience of proactive hiring methods in a competitive domain.

Zenzero is a rapidly scaling business, in multiple locations and across a diverse mix of technology domains. This role will work on positions of all levels and in all geographies (UK, Dubai, South Africa and others), but will primarily focus on a high priority area of growth in our Data & Development Services business. Prior experience hiring specialised roles across Business Intelligence developers (in PowerBI), Data Engineers, C# / .net Software Developers, SQL / DBA Engineers, and Dynamics 365 & Power Platform consultants will be critical in succeeding in this role.

Key responsibilities & accountabilities

• Developing and implementing a proactive talent attraction approach and workforce plan, incorporating current and future workforce needs, role profiling, salary benchmarking and grading.
• Understanding our workforce mix and anticipating current and future talent needs; identifying and addressing workforce gaps/risks by working directly with our capability leads and directors.
• Executing recruitment strategies including internal and external searches, partnering with hiring managers to guide them through the hiring journey, and consulting with them to create accurate, engaging, and inclusive role profiles.
• Connecting with candidates across diverse talent pools, working closely with all applicants throughout the application and interview process, offering timely outcomes and feedback.
• Building strong and credible relationships with internal stakeholders, partnering with them to gain knowledge of their hiring needs, and to coach and develop them in assessment and selection techniques.
• Building a strong network of diverse talent pools and utilising a variety of direct recruitment methods to source candidates (e.g. social media, job boards, CV database mining, referrals, head hunting etc).
• Ensuring all processes are documented and are efficient, offering a great candidate and manager experience.
• Ensuring the provision of high-quality advice to managers on selection techniques including telephone interviewing, competency-based interviewing, psychometric testing, assessment centres etc.
• Producing and presenting reports and metrics to support continuous improvement; defining reporting requirements for recruitment and building dashboards using data to drive recruitment decisions.
• Collating market insight and salary bench-marking data to ensure we remain market competitive.
• Support continuous improvement of our talent acquisition practices, working in partnership with broader talent team
• Continuously building knowledge of the Technology Managed Services and Solutions sector and job markets.
• Providing workshops and briefings in own area of expertise to up-skill line managers or provide information on policy and procedure.
• In collaboration with the People team, ensure that we attract, recruit, develop and deploy diverse teams and inclusive leaders, co-creating positive action interventions where required.

Experience

• Decent understanding of the technical skills and requirements of data, business intelligence and development roles within the Microsoft domain.
• Knowledge of assessment and selection methodologies
• Knowledge of innovative talent acquisition strategies employed by other organisations (attraction, selection, onboarding).
• Experience of full lifecycle recruitment in a recruitment agency
• Experience of recruitment in the technology sector in the UK
• Experience of recruitment at high volume in a fast paced environment
• Can demonstrate track record of proactive hiring, not just applications
• Knowledge of how to hire in multiple geographies. UK is essential.
• Knowledge of the competitor landscape across DDS.
• Experience of full life-cycle recruitment in-house, ideally at a technology business
• Experience of coaching and collaborating with hiring managers and internal stakeholder groups
• Use of Applicant Tracking Software (ATS)