Senior Talent Acquisition Specialist
About our client
Our client is a fast-growing investment group with teams across technology, investment and operations. Today, most of their senior hiring goes through external headhunters. They want to change that by building a strong internal recruiting capability, and this role is the first step.
The role
You’ll own senior hiring across the group, around 10-15 senior hires per year in tech, investment and operations. You’ll report to the Head of HR and work directly with the founders and the COO.
This is not a role about running an existing system. You’ll build the hiring engine from scratch and have a real say in who joins the company.
What you’ll do
Build market maps for each role and identify the best passive candidates
Run the full cycle: sourcing, outreach, interviews, offer and closing
Challenge hiring managers when a brief doesn’t hold up, and help them sharpen it
Handle offer negotiations, counter-offers and candidate hesitation
Run several senior searches in parallel
Reduce the company’s dependence on external agencies
What our client is looking for
Proven experience running senior searches (Director / Head-level) from zero pipeline to signed offer
Strong direct sourcing skills. You find people, you don’t wait for them to apply
A track record of specific senior hires you closed personally, and you can walk through them in detail
Confidence with stakeholders. You push back when needed and keep the process moving
Solid closing skills, including counter-offers
Nice to have
Background at a top executive search firm or high-quality recruitment boutique
Experience in both agency and in-house settings
Exposure to hiring in tech, fintech or investment
Experience hiring across multiple countries
Experience building or improving recruiting processes
This role is probably not for you if
Your experience is mostly high-volume recruiting
You rely mainly on inbound applications or agencies
You haven’t owned a hiring process end to end
Success looks like
First 3 months: you own active roles, have built pipelines through direct sourcing and delivered your first shortlists
By month 6: 2–3 senior hires closed end to end
By month 12: you fully own senior hiring across the group and are a trusted partner to leadership
The process
Interview with the Head of HR
Interview with a Senior TA, including a live sourcing exercise
Online cognitive and behavioural assessment
Final round with the COO plus a case study based on a real past search
Skills Required
- Proven experience running senior-level searches from zero pipeline through signed offer
- Strong direct sourcing skills, including identifying and engaging passive candidates
- Demonstrated record of personally closing senior hires and explaining the search process in detail
- Confidence managing stakeholders and challenging hiring managers when needed
- Strong offer negotiation and candidate closing skills, including handling counter-offers
- Experience at a top executive search firm or high-quality recruitment boutique
- Experience in both agency and in-house recruiting environments
- Experience hiring in technology, fintech, or investment
- Experience hiring across multiple countries
- Experience building or improving recruiting processes
What We Do
Ambilio is an enterprise AI product and consulting firm that helps organizations build AI capabilities and move from strategy to live deployment. It serves as one accountable partner across assessment, product development, analytics, and adoption, with expertise in generative AI, artificial intelligence, and AI consulting. The company combines technology and advisory services to support enterprise AI implementation and practical, measurable business outcomes.
