Talent Acquisition Specialist - 9 month FTC
Job description
Original text imported from Reed
Are you available immediately and looking for a varied Talent Acquisition role recruiting everything from entry level through to C-suite level vacancies across the UK, Ireland and Nordics?
If you're passionate about finding great talent, building strong stakeholder partnerships, and elevating recruitment standards across a global organisation-we'd love to hear from you.
Please note this is a 9-month fixed term contract, that's a hybrid opportunity based in / around Coventry/Midlands with flexibility on your base location, visibility on across sites and travel is an essential part of the role.
This is a full 360 internal recruitment role where you'll need to be able to hit the ground running, have confidence in your recruitment expertise and be proactive in your approach.
With a broad scope, your role will include:
- Acting as a trusted advisor to HR, business leaders and hiring managers
- Managing full lifecycle recruitment-from briefing and sourcing to interviews, assessments, compliance steps and offer management.
- Designing tailored hiring strategies for each vacancy
- Proactively sourcing candidates (active and passive) using social media, talent pools, market mapping, networking, and the ATS.
- Representing the company at careers events, job fairs and industry networking opportunities.
- Maintaining high-quality data in the ATS, ensuring accuracy, compliance, and effective reporting.
- Managing agency and supplier relationships, negotiating terms and ensuring service excellence.
- Leading a smooth feedback and offer process, working closely with hiring managers to ensure timely candidate communication.
- Championing a great candidate and hiring manager experience, identifying opportunities for continuous improvement.
- Providing up-to-date market insights to hiring managers and HR partners to guide workforce decisions.
- Supporting TA projects across Europe, such as employer branding, ATS enhancements, interview training, ED&I initiatives and social media campaigns.
We're looking for proactive individual who can demonstrate:
- Strong end-to-end recruitment experience in a fast-paced, high-volume environment.
- A combination of agency and inhouse experience. (Desirable)
- Proven capability to manage recruitment from entry level to C-suite across multiple functions; strong experience within operations and engineering is highly desirable.
- Confidence using ATS platforms, sourcing tools and assessment methods.
- Excellent stakeholder management, communication and negotiation skills.
- Ability to prioritise, deliver at pace, and maintain a high-quality candidate experience.
- Professionalism, integrity, and a collaborative mindset.
Please also note:
- Travel: Full UK driving licence and own vehicle required for travel between sites.
This is a great opportunity and the process will be moving quickly - do reach out if you have any questions or would like more information!
Location:
Coventry (or potential to be based at other sites in/around the Midlands area)
Duration:
9-month fixed term contract
Hours :
Monday-Friday 37.5 hours per week with flexible start/finish times
Salary:
Negotiable
EA First Ltd are acting as an Employment Agency for this fixed term contract vacancy.
Key skills
AI-extracted from the job advert
Application advice
5 AI-generated recommendations to maximise your chances.
⭐ Lead your CV with a Personal Statement that explicitly references '360 internal recruitment' and 'full lifecycle' experience, as the advert opens with these as core requirements.
📊 Quantify your recruitment output: e.g. 'Managed 45 concurrent vacancies across 6 functions, reducing time-to-offer by 22% in 12 months' — the advert stresses high-volume delivery at pace.
🌐 Highlight any cross-border or multi-region recruiting experience (UK, Ireland, Nordics are named), even if limited, to demonstrate international scope awareness.
🎯 Call out specific ATS platforms you have used (e.g. Workday, Greenhouse, SmartRecruiters) and sourcing tools (LinkedIn Recruiter, Boolean search) — the advert explicitly requires confidence with these.
🤝 Include a bullet on operations and/or engineering recruitment specifically, as the advert flags this as 'highly desirable' and it will differentiate you from generalist TA candidates.
Suggested CV bullets
3 bullets our AI drafted for this specific advert, mirroring its ATS keywords.
Add these 3 bullets under your most recent experience:
- •Managed full lifecycle recruitment for 40+ concurrent vacancies across operations, engineering and corporate functions, reducing average time-to-offer from 38 to 24 days over 6 months.
- •Built and maintained talent pools of 300+ passive candidates using LinkedIn Recruiter and Boolean sourcing, cutting agency spend by 30% year-on-year for mid-senior roles.
- •Led ATS data quality improvement project across 3 UK sites, increasing reporting accuracy to 97% and enabling real-time hiring dashboards for 12 senior stakeholders.
Free to copy — tailoring requires a 30-sec CV upload.
Your cover letter is ready
We've drafted a cover letter for EA FIRST LTD. Preview the opening, then unlock the full personalised version.
Letter preview — tailored to EA FIRST LTD
Dear Hiring Manager,
EA First Ltd's 9-month Talent Acquisition Specialist role is precisely the kind of full 360 challenge I have been seeking. Having delivered end-to-end recruitment across both agency and in-house environments — managing everything from volume entry-level hiring to C-suite searches — I am confident I can hit the ground running and add immediate value to your TA function across the UK, Ireland and Nordics.
My background in internal recruitment includes managing multi-site, multi-function hiring pipelines using ATS platforms such as Workday and LinkedIn Recruiter, building talent pools through proactive market mapping, and partnering closely with senior stakeholders to design tailored hiring strategies. I have particular experience recruiting within operations and engineering environments, and I have contributed to employer branding and ED&I projects that improved both candidate quality and time-to-fill metrics.
Free signup, no card needed. Export to PDF/Word requires a £1.99 trial (14 days).
Interview questions
10 questions generated from this advert.
Technical
- ›Which ATS platforms have you used, and how have you leveraged reporting features to improve recruitment outcomes?
- ›Walk us through your sourcing strategy for a hard-to-fill engineering role where the active candidate pool is limited.
- ›How do you approach market mapping for a C-suite vacancy, and what tools do you use to identify passive talent?
- ›Describe how you have managed agency and supplier relationships, including how you negotiate terms and measure performance.
- ›How have you supported or led an employer branding or ED&I initiative within a TA function?
Behavioural
- ›Tell me about a time you managed a high volume of vacancies simultaneously and how you prioritised your workload.
- ›Describe a situation where a hiring manager had unrealistic expectations about a role — how did you handle it?
- ›Give an example of when you identified a process improvement within a recruitment function and drove it through to implementation.
- ›Tell me about a time you recruited for a senior or C-suite role. What was your approach and what challenges did you face?
- ›Describe a situation where you had to influence a stakeholder to change their approach to hiring. What was the outcome?
STAR answer examples
Model answers using the Situation-Task-Action-Result framework. Adapt to your own experience.
Tell me about a time you managed a high volume of vacancies simultaneously and how you prioritised your workload.
Describe a situation where a hiring manager had unrealistic expectations about a role — how did you handle it?