Internal Recruiter

Department Purpose:  

At Copper, our People team sits at the heart of everything we do—committed to cultivating a workplace where employees feel valued, supported, and empowered to thrive. 

Our team is structured around four core pillars: 

• Talent Acquisition 
• Learning & Development 
• People Operations 

Together, these functions work in harmony to attract, develop, and retain world-class talent while fostering an inclusive, high-performance culture across the organization. 

We play a pivotal role in shaping Copper’s future, championing innovative HR practices, enabling continuous growth, and embedding a culture of excellence that scales with our ambitions. 

Team Purpose: 

The Talent Team is the gateway to Copper’s success. We partner closely with the business to identify, engage, and secure top-tier talent across global markets. Our approach is proactive, data-driven, and deeply human, ensuring every candidate journey is seamless, transparent, and inspiring. 

We take pride in delivering an exceptional candidate experience and are passionate about setting our new joiners up for success from day one. From sourcing to onboarding, we’re not just filling roles, we’re building the future of Copper. 

Role Purpose:   

The Internal Recruiter plays a critical role in attracting, engaging, and hiring top talent across the organisation. They are responsible for identifying, engaging, and nurturing high‑quality talent to support the organisation’s hiring needs. This role builds strong talent pipelines through proactive research, targeted outreach, and market insight.  The Internal Recruiter will manage the end to end interview process for entry to mid-level openings at Copper and ensures every candidate interaction reflects our values and contributes to a positive, inclusive, and compelling candidate experience. 

Key Responsibilities:   

• Source and attract high‑quality candidates through job boards, social media, networking, talent communities, and employee referrals.
• Conduct initial CV reviews and screening calls to assess skills, experience, and cultural alignment.
• Provide clear, timely feedback to Talent team and hiring managers.
• Deliver a positive, transparent, and supportive experience for every candidate.
• Act as a trusted point of contact throughout the recruitment journey.

• Manage the full interview process, including scheduling, candidate communication, and briefing/debriefing hiring teams.
• Ensure hiring managers follow consistent and fair assessment practices.
• Maintain accurate and up‑to‑date candidate records in the ATS.
• Ensure smooth workflow management, from application to offer.

• Work closely with hiring managers to understand role requirements, team needs, and ideal candidate profiles.
• Support Head of Talent in designing and executing effective hiring strategies across Technical and Corporate teams.

• Running comprehensive LinkedIn searches for live roles at Copper.
• Build and nurture long‑term talent pipelines for recurring or hard‑to‑fill roles.
• Maintain relationships with high‑potential candidates for future opportunities.

• Contribute to employer branding initiatives, including job ads, social content, and candidate engagement activities.
• Represent the company professionally and enthusiastically in all candidate interactions.
• Stay informed about hiring trends, market conditions, and recruitment innovations.
• Share insights with Head of Talent to continuously improve hiring strategies.

• Assist with onboarding activities to ensure new hires have a smooth and welcoming transition into the company
• Welcoming candidates to Copper on their first day, ensuring they are settled with their team and have all necessary equipment.

Skills and Experience:  

• Established experience in candidate sourcing and assessment, ideally gained in‑house within a global organisation.
• Background in technology, financial services, or similarly fast‑paced, regulated environments.
• Proven end to end recruitment experience, with the ability to manage demanding hiring targets and build strong stakeholder relationships.
• Hands‑on experience managing job boards, talent attraction platforms, and social media sourcing channels.
• Experience working with Greenhouse ATS or similar applicant tracking systems.
• Ability to maintain accurate, high‑quality data and documentation.
• Clear, concise verbal and written communication skills, able to articulate information professionally without unnecessary complexity.
• Consistently high standards across all written communication, including email and candidate messaging.
• Genuine enthusiasm for talent attraction, candidate experience, and recruitment excellence.

The interview process at Copper   

Our interview process is designed to be thoughtful, efficient, and engaging. While specific steps may vary slightly depending on the role, the typical journey includes:

1. Initial Screening A brief conversation with our Talent Acquisition team to explore your background, motivations, and alignment with the role. 

2. Technical Interviews:  

• You will firstly meet the wider People Team over on a virtual session conducted via Microsoft Teams, where you'll engage with team members to discuss relevant skills, problem-solving approaches, and technical experience. 
• We will then set up a secondary teams interview with one of our Executive members that will be one of your key stakeholders in the business

3. In-Person Interview in our London Office A conversation focused on team dynamics, collaboration style, and any final technical questions. This may be with cross-functional peers or leadership. 

Additional steps may be added based on the role's complexity or seniority. We aim to keep the process transparent and respectful of your time. 

Benefits 

In return for everything you can bring to Copper, we can offer you an exciting, challenging role in a fast-growing and dynamic business, with career opportunities and welcoming working environment. Some of our key UK benefits are highlighted below: 

• Paid Time Off - A minimum of 35 days of paid time off per year, inclusive of annual leave and public holidays. Employees also receive one additional day of annual leave for each year of service.
• Comprehensive Medical Insurance - Inclusive of dental, optical, audiology, and mental health coverage, with medical history disregarded
• Life Insurance
• Enhanced Pension Contributions - Includes an enhanced employer matching contribution
• 24/7 Employee Assistance Programme (EAP)

If you think you have everything we're looking for and more, then we'd love you to apply for the opportunity.