Talent Acquisition Specialist
Job description
Original text imported from Reed
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 hybrid opportunity based in the Midlands with flexibility on your base location, visibility 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:
Midlands (flexibility on base location)
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 permanent vacancy.
Key skills
AI-extracted from the job advert
Application advice
5 AI-generated recommendations to maximise your chances.
⭐ Lead your CV personal statement with your end-to-end, 360 recruitment experience — the advert explicitly demands someone who can 'hit the ground running' across the full lifecycle.
📊 Quantify your sourcing impact: e.g. 'Reduced time-to-hire by 22% across 40+ vacancies per year using LinkedIn Recruiter and ATS automation'.
🎯 Highlight any experience recruiting across operations and engineering functions, as the advert flags this as 'highly desirable' — dedicate a bullet point per relevant role.
🌐 Call out any multi-geography recruitment experience (UK, Ireland, Nordics or broader Europe) in your role descriptions to match the international scope of this position.
🤝 Include a specific example of managing agency relationships and negotiating PSL terms, as supplier management is listed as a core responsibility in the advert.
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 45 concurrent vacancies across operations and engineering functions, reducing average time-to-hire from 38 to 24 days by implementing structured talent pool campaigns via LinkedIn Recruiter and the Workday ATS.
- •Negotiated revised PSL terms with 6 recruitment agencies, achieving a 12% reduction in average agency fee and improving fill-rate compliance to 94% within two quarters.
- •Led an ED&I sourcing initiative targeting underrepresented candidates for 10 senior roles, increasing diverse shortlist representation from 18% to 41% over a 6-month period.
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's Talent Acquisition Specialist role stands out for its genuine 360 scope — recruiting from entry-level through to C-suite across the UK, Ireland and Nordics is exactly the breadth I thrive in. My experience in full lifecycle recruitment, combined with hands-on ATS management and proactive passive candidate sourcing, positions me well to contribute from day one.
My background in both agency and in-house recruitment environments has equipped me with the stakeholder management skills and commercial awareness needed to act as a trusted advisor to hiring managers and HR partners. I have managed high-volume pipelines across operations and engineering functions, negotiated agency terms, and led employer branding projects that measurably improved candidate quality and time-to-hire metrics.
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Interview questions
10 questions generated from this advert.
Technical
- ›Which ATS platforms have you used, and how have you configured them to improve reporting accuracy and compliance?
- ›Describe your approach to market mapping for a hard-to-fill operations or engineering role — what tools and data sources do you use?
- ›How do you build and maintain talent pools for passive candidates across multiple functions simultaneously?
- ›What sourcing methods have you found most effective when recruiting C-suite candidates versus entry-level roles?
- ›How have you supported or led an employer branding or ED&I recruitment initiative, and what measurable outcomes did it produce?
Behavioural
- ›Tell me about a time you managed a high volume of vacancies across different levels simultaneously — how did you prioritise and deliver quality?
- ›Describe a situation where a hiring manager had unrealistic expectations about a role. How did you manage that relationship and reach a successful outcome?
- ›Give an example of when you identified a gap in the recruitment process and led an improvement initiative. What was the impact?
- ›Tell me about a time you had to fill a senior or niche role with limited candidate supply. What was your strategy and result?
- ›Describe a time you had to negotiate with a recruitment agency to improve service levels or commercial terms. How did you approach it?
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 across different levels simultaneously — how did you prioritise and deliver quality?
Describe a situation where a hiring manager had unrealistic expectations about a role. How did you manage that relationship and reach a successful outcome?