Talent Acquisition Lead

La Fosse is an employee-owned talent business specialising in technology, with services spanning Recruitment, Executive Search, Academy and Innovus.

After 20 successful years, we have built a business with a strong reputation in our market, high-performing teams and a proposition that allows experienced recruiters to build significant, long-term careers with us.

Our consultants average more than £450k in annual billings, supported by one of the strongest commission models in the market, established client relationships and specialist markets with the headroom for people to continue growing their desks and earnings. We have consultants billing more than £1m a year, alongside an average employee tenure of around seven years.

As an employee-owned business, our people also have a meaningful stake in the value they help create. It shapes how we think about growth, investment and the long-term success of the company, and gives us something different to offer experienced talent considering their next move.

Following a strong year for the business, we are continuing to invest across our established teams, develop new markets and grow our service lines. Attracting and hiring great experienced talent is central to those plans, which is why we are looking for a Talent Acquisition Lead to join our internal TA team.

The Opportunity

This is a senior, hands-on Talent Acquisition role with the opportunity to influence much more than individual vacancies.

Working closely with the Head of Talent Acquisition, you will take ownership of experienced and senior hiring across the business, typically from Principal Consultant level through to Managing Director and other senior leadership appointments.

A large proportion of our hiring is focused on passive, high-performing talent, so this is not a role built around managing inbound applications. You will be proactively identifying and engaging experienced recruiters and leaders, understanding what they have built, what they want next and whether La Fosse can offer the right platform for their next stage.

You will also work directly with Directors, Managing Directors and senior leaders across the Group, understanding their commercial plans and translating them into proactive talent strategies.

Alongside delivery, you will have the opportunity to contribute to the wider direction of Talent Acquisition, helping shape how we plan, prioritise and invest in hiring as the business continues to grow.

There is a strong foundation already in place, but also plenty of opportunity to introduce new ideas and improve how we operate. For someone who wants to stay close to recruitment while gaining broader exposure to strategy, workforce planning, commercial decision-making and leadership, this is a role with significant scope to make an impact.

Key Responsibilities

Experienced & Senior Hiring

• Own end-to-end recruitment for experienced and senior appointments across agreed areas of the business.
• Proactively identify, source and engage passive talent across our core and developing markets.
• Build and maintain strong talent pipelines for current and future hiring requirements.
• Develop tailored sourcing and engagement strategies for priority and business-critical hires.
• Lead candidate qualification and assessment, ensuring strong alignment with the opportunity, team and wider business.
• Manage candidate processes from initial engagement through to offer and close.
• Maintain detailed market maps across strategically important talent pools.

Senior Stakeholder Partnership

• Partner directly with Directors, Managing Directors and senior leaders across the business.
• Understand divisional growth plans and translate them into clear hiring priorities.
• Advise stakeholders on talent availability, compensation, competitor activity and market conditions.
• Challenge briefs and hiring approaches where appropriate, using evidence and market insight to recommend alternative solutions.
• Provide clear visibility of pipeline progress, market feedback, risks and recommended next steps.
• Build trusted relationships with hiring leaders and operate as a talent partner rather than purely a delivery function.

Talent Strategy & Workforce Planning

• Work with the Head of Talent Acquisition to shape and deliver quarterly and annual hiring plans.
• Support headcount planning, hiring forecasts and prioritisation across the business.
• Identify future capability gaps and build proactive pipelines ahead of demand.
• Use recruitment data and external market insight to support workforce planning decisions.
• Help develop hiring approaches for new teams, markets and service lines.

Budget, Data & Commercial Insight

• Support the Head of Talent Acquisition with TA budget planning, forecasting and ongoing management.
• Track recruitment investment and assess the effectiveness of sourcing tools, platforms and channels.
• Maintain accurate hiring forecasts and pipeline data.
• Use recruitment metrics to identify trends, risks and areas for improvement.
• Provide clear reporting and recommendations to support senior business decision-making.
• Bring a commercial mindset to hiring, balancing quality, speed and investment.

Team Leadership & Continuous Improvement

• Act as a senior member of the Talent Acquisition team, supporting and coaching colleagues where required.
• Help establish and maintain high standards across sourcing, candidate engagement, assessment and stakeholder management.
• Share market knowledge, sourcing approaches and best practice across the wider team.
• Provide support on priority or complex searches where additional expertise is required.
• Identify and lead improvements across TA processes, technology, sourcing and candidate experience.
• Partner with Marketing on employer brand and attraction activity.
• Champion inclusive hiring practices throughout the recruitment process.
• Deputise for the Head of Talent Acquisition where appropriate.

Requirements

What We're Looking For

We are looking for an experienced Talent Acquisition professional who combines strong hands-on recruitment capability with the confidence and commercial awareness to operate with senior stakeholders.

You will ideally have:

• A strong background in internal Talent Acquisition within a recruitment business, staffing company or another sales-led organisation.
• Significant experience proactively sourcing and engaging passive talent rather than relying primarily on inbound applications.
• Experience recruiting experienced and senior-level hires within a commercial or sales-focused environment.
• Strong direct sourcing, market mapping and talent pipelining capability.
• Confidence partnering with senior stakeholders, including Directors and senior leadership teams.
• The ability to challenge hiring managers constructively and provide recommendations based on market knowledge and evidence.
• Strong candidate engagement, relationship-building and closing skills.
• A commercial mindset and an understanding of how hiring decisions connect to wider business performance and growth.
• Experience using recruitment data and market insight to inform hiring decisions.
• Strong organisation and the ability to manage multiple senior or business-critical hiring processes at once.
• An interest in developing beyond pure recruitment delivery into workforce planning, strategy, budgets and TA leadersh