Talent Acquisition Manager – High‑Volume Hiring

Overview

Key Accountabilities

• **High‑Volume Hiring Delivery**
• Own end to end delivery of high‑volume hiring across multiple locations and markets.
• Manage large candidate pipelines while maintaining pace, quality, and compliance.
• Use structured planning and prioritisation to ensure hiring demand is met consistently.
• **Hiring Process Transformation**
• Lead the shift from manual, recruiter dependent hiring toward system driven, process led execution.
• Drive adoption of standardised workflows, automation, and digital tools to improve speed, consistency, and quality.
• **Technology and Systems Adoption**
• Act as a strong user and advocate of ATS platforms, automation tools, and AI enabled hiring solutions.
• Ensure recruiters and hiring managers use systems effectively and consistently, rather than relying on offline tracking or informal workarounds.
• Partner with central Talent Acquisition and Technology teams to embed new tools and ways of working.
• **Volume Hiring Optimisation**
• Continuously improve time to hire, candidate experience, offer acceptance, quality of hire, and early attrition.
• Use data and dashboards to monitor funnel health, identify bottlenecks, and drive corrective action.
• **Data, Reporting, and Insights**
• Own hiring data, reporting, and performance insights for high‑volume recruitment.
• Produce regular dashboards and reports covering hiring progress, funnel health, quality, and risk.
• Use Excel and Power BI to bring data to life, turning numbers into clear insights that influence decisions and priorities.
• Present hiring performance and trends to senior stakeholders with confidence and clarity.
• **Hiring Manager Partnership**
• Partner closely with operational leaders to align hiring plans, timelines, and expectations.
• Use data and insight to influence behaviour, challenge assumptions, and drive disciplined decision making.
• Reduce ad hoc hiring by introducing structured, predictable hiring practices.
• **Team Leadership and Capability Building**
• Lead and develop a team of high‑volume recruiters.
• Build capability in data usage, system adoption, and operational execution.
• Set clear expectations, track performance through metrics, and drive accountability, pace, and consistency.
• **Compliance and Governance**
• Ensure high‑volume hiring activity meets local regulatory, policy, and data requirements while remaining fast and scalable.
• Maintain strong controls across offers, documentation, and system data integrity.

What Success Looks Like

• High‑volume hiring delivered through repeatable, system driven processes
• Strong visibility of hiring demand, progress, and risk through dashboards
• Improved candidate experience and quality of hire at scale
• Reduced reliance on manual tracking and recruiter heroics
• Hiring managers and leaders using data to make faster, better decisions

Required Experience

• Minimum
• 3 to 5 years in a managerial role
• leading high‑volume recruitment teams
• Proven experience delivering volume hiring across multiple locations or markets
• Strong operational Talent Acquisition background with clear delivery accountability
• Experience working with ATS platforms, recruitment technology, and reporting tools
• Regular experience presenting performance, insights, and outcomes to senior stakeholders

Required Skills and Profile

• Strong data literacy with hands on capability in

Excel and Power BI

• Comfortable building, interpreting, and presenting dashboards and reports
• Uses data to influence decisions rather than intuition alone
• Process oriented, structured, and execution focused
• Comfortable with pace, pressure, and ambiguity
• Curious, adaptable, and confident adopting new technology and automation