Senior Talent Acquisition Partner

Computacenter (UK) Ltd; Plano (TX); On-site; USD 90,000 - 120,000; Full time

Job summary

Computacenter (UK) Ltd is seeking a Senior Recruiter who acts as a talent advisor and SME to Professional Services leaders. You will translate growth goals into talent strategies, build credibility, and influence hiring decisions while balancing speed, quality, and candidate experience.

You will develop stakeholder relationships, understand business priorities, and create strong talent profiles and pipelines to meet future requirements.

Qualifications

• 7+ years of progressive, full-cycle recruiting experience.
• Experience with complex, specialized Professional Services roles.
• Proven ability to influence hiring decisions and translate business needs into talent strategies.

Responsibilities

• Serve as the primary Talent Acquisition partner and SME for assigned Professional Services leaders.
• Build trusted relationships with executives, hiring managers, HR partners, and other stakeholders.
• Translate business needs into clear talent profiles and targeted recruiting strategies.
• Provide regular updates on pipeline health, market feedback, and recruiting risks.
• Create accountable, sustainable pipelines for critical PS skill sets.
• Influence stakeholders and challenge hiring assumptions when needed.

Skills

Stakeholder management

Talent advisory

Executive communication

Talent-market intelligence

Passive sourcing

Behavioral interviewing

Offer negotiation

Strategic advisor

Building talent pipelines

Job description

About the role

We're looking for a Senior Recruiter who operates as a talent advisor, stakeholder manager, and Talent Acquisition subject matter expert, someone who can build credibility with Professional Services leaders, understand their business, and translate growth objectives into effective talent strategies.

This individual will act as both a Talent Acquisition subject matter expert and trusted advisor to business leaders, bringing expertise in recruiting strategy, talent markets, sourcing, candidate assessment, and hiring best practices.

Success in this role requires more than strong recruiting execution. You will be expected to develop credibility with stakeholders, understand their business priorities, anticipate talent needs, and confidently influence hiring decisions. You will help leaders translate business challenges into thoughtful talent strategies while balancing speed, quality, candidate experience, and long-term workforce needs.

What you'll be doing

Stakeholder Management & Talent Advisory

• Serve as the primary Talent Acquisition partner and SME for assigned Professional Services leaders and organizations.


• Assist with supporting and leading recruiting initiatives across organizations outside of PS.


• Build trusted relationships with executives, practice leaders, hiring managers, HR partners, and other key stakeholders.


• Develop a strong understanding of each stakeholder's business, customer commitments, organizational goals, skills gaps, and future talent requirements.


• Translate business needs into clear talent profiles and targeted recruiting strategies.


• Set clear expectations with hiring managers around market conditions, candidate availability, interview processes, feedback, and recruiting timelines.


• Use talent-market insights to advise stakeholders on when requirements may need to evolve based on candidate availability and competitive market dynamics.


• Confidently challenge hiring assumptions and provide alternative solutions when talent requirements, compensation, location, or interview expectations may limit the candidate pool.


• Provide hiring leaders with regular, concise updates on pipeline health, market feedback, recruiting risks, and recommended actions.


• Establish accountability across the hiring process by ensuring stakeholders understand their role in interviewing, providing timely feedback, and maintaining candidate momentum.


• Build credibility as a Talent Acquisition expert, bringing recommendations and solutions rather than simply taking recruiting requests.


• Act as the voice of both the business and the talent market, helping leaders understand how their requirements and hiring approach affect their ability to attract top talent.

Success in this role means being recognized by Professional Services leadership as a trusted advisor and Talent Acquisition subject matter expert, not simply the recruiter assigned to their requisitions.

You will:

• Build strong, credible relationships with hiring leaders.


• Understand the business well enough to anticipate talent needs rather than simply react to requisitions.


• Bring meaningful talent-market intelligence into hiring conversations.


• Influence stakeholders and provide recommendations, even when that means constructively challenging the original hiring strategy.


• Create accountability and alignment throughout the recruiting process.


• Build sustainable pipelines for critical Professional Services skill sets.


• Help leaders make informed, timely, and high-quality hiring decisions.


• Balance immediate hiring demands with the organization's longer-term talent strategy.

What you have

• 7+ years of progressive, full-cycle recruiting experience, including significant experience supporting complex, highly specialized technical and Professional Services organizations.


• Demonstrated recruiting experience within a Value-Added Reseller (VAR), systems integrator, MSP, technology consulting firm, OEM, or comparable technology services organization, with a strong understanding of the Professional Services talent landscape.


• Proven ability to operate as a Talent Acquisition subject matter expert and strategic advisor, translating business objectives and workforce needs into effective talent strategies.


• Extensive experience partnering with senior and executive-level stakeholders, building credibility, managing expectations, influencing hiring decisions, and providing thoughtful recommendations based on talent-market expertise.


• Proven success leading searches for highly specialized, senior, and difficult-to-find technical, consulting, architecture, engineering, and customer-facing talent.


• Advanced passive sourcing, talent intelligence, competitive mapping, and pipeline-building capabilities, with demonstrated success engaging talent that is not actively seeking new opportunities.


• Strong business acumen with the ability to quickly understand Professional Services business models, customer requirements, technical practices, utilization considerations, and growth objectives and connect those priorities to talent strategy.


• Demonstrated expertise in candidate assessment, behavioral interviewing, talent evaluation, offer strategy, negotiation, and closing senior-level candidates.


• Ability to use recruiting data, funnel metrics, market intelligence, and candidate feedback to identify hiring risks and provide actionable recommendations to business leaders.


• Strong executive presence and the ability to communicate complex recruiting challenges and recommendations clearly, confidently, and concisely to senior leadership.


• Excellent written, verbal, presentation, and interpersonal communication skills.