{ “@context”: “http://schema.org”, “@type”: “JobPosting”, “title”: “Senior Talent Partner”, “description”: “
Reports to: Head of Performance and Development
Location: Hybrid, Central London (Chalk Farm)
Compensation: Up to A360,000
KPI s: Time to hire | Hiring manager satisfaction | Quality of hire at 6 months
Hiring Delivery & Stakeholder Partnership
- Manage the transition from external recruitment to a fully in-house function building on the foundation our partner has put in place
- Own end-to-end recruitment across the group: briefing, sourcing, screening, assessment, offer
- Collaborate closely with hiring managers to define role requirements and build effective interview processes.
- Act as a genuine advisor to founders and hiring managers challenging job designs, shaping scorecards, making the call on fit
- Lead workforce planning conversations with the SMT, translating business strategy into hiring priorities
Talent Systems & Standards
- Develop and execute comprehensive talent acquisition strategies including events and early careers
- Build and maintain talent pools for our highest-leverage roles
- Own recruitment analytics, benchmarking, and pipeline reporting
- Set and enforce assessment standards across the group
- Develop a system for and champion a culture of internal mobility
- Activate our employer brand – telling the Soar Group story in a way that earns the attention of the people we want
Cultural Leadership
- Be a visible culture carrier
- Contribute to group-wide rituals – All Hands, the Creative Strategy Incubator, and beyond
- Build trust with founders and SMT
Requirements
This role demands someone who can lead hiring from the front, hold their own with founders and C-suite, and build systems that last.
Must-Have
- 5+ years in in-house talent, with meaningful agency, creative, or marketing services experience
- Proven end-to-end hiring across creative, strategy, account, and production
- Strong stakeholder credibility.
- Commercial instinct where you think about hiring in terms of business impact, not reqs closed
- Excellent communicator. Candidate rejections, C Suite briefs, pipeline reports
- Comfortable using AI as part of your day-to-day workflow
Nice-to-Have
- Experience bringing recruitment in-house from an agency model
- Employer brand activation or talent marketing background
- Exposure to competency frameworks, career ladders, or succession planning
- DTC, e-commerce, or paid social agency experience
What Success Looks Like
In your first 3 months:
- You ve built trust with every founder and hiring manager across the group
- You ve established a clear operating rhythm: briefing standards, pipeline reviews, visible presence
- You re owning at least 75% of live hiring directly, with a plan to scale to full ownership
By month 6:
- You own end-to-end hiring, with measurable improvements in time-to-hire, quality-of-hire, and hiring manager satisfaction
- You ve built functioning talent pools for our top three highest-leverage roles
- You re a trusted voice at the senior management table
Company: cord ltd
Location: London
Job Description:
Reports to: Head of Performance and Development
Location: Hybrid, Central London (Chalk Farm)
Compensation: Up to A360,000
KPI s: Time to hire | Hiring manager satisfaction | Quality of hire at 6 months
Hiring Delivery & Stakeholder Partnership
- Manage the transition from external recruitment to a fully in-house function building on the foundation our partner has put in place
- Own end-to-end recruitment across the group: briefing, sourcing, screening, assessment, offer
- Collaborate closely with hiring managers to define role requirements and build effective interview processes.
- Act as a genuine advisor to founders and hiring managers challenging job designs, shaping scorecards, making the call on fit
- Lead workforce planning conversations with the SMT, translating business strategy into hiring priorities
Talent Systems & Standards
- Develop and execute comprehensive talent acquisition strategies including events and early careers
- Build and maintain talent pools for our highest-leverage roles
- Own recruitment analytics, benchmarking, and pipeline reporting
- Set and enforce assessment standards across the group
- Develop a system for and champion a culture of internal mobility
- Activate our employer brand – telling the Soar Group story in a way that earns the attention of the people we want
Cultural Leadership
- Be a visible culture carrier
- Contribute to group-wide rituals – All Hands, the Creative Strategy Incubator, and beyond
- Build trust with founders and SMT
Requirements
This role demands someone who can lead hiring from the front, hold their own with founders and C-suite, and build systems that last.
Must-Have
- 5+ years in in-house talent, with meaningful agency, creative, or marketing services experience
- Proven end-to-end hiring across creative, strategy, account, and production
- Strong stakeholder credibility.
- Commercial instinct where you think about hiring in terms of business impact, not reqs closed
- Excellent communicator. Candidate rejections, C Suite briefs, pipeline reports
- Comfortable using AI as part of your day-to-day workflow
Nice-to-Have
- Experience bringing recruitment in-house from an agency model
- Employer brand activation or talent marketing background
- Exposure to competency frameworks, career ladders, or succession planning
- DTC, e-commerce, or paid social agency experience
What Success Looks Like
In your first 3 months:
- You ve built trust with every founder and hiring manager across the group
- You ve established a clear operating rhythm: briefing standards, pipeline reviews, visible presence
- You re owning at least 75% of live hiring directly, with a plan to scale to full ownership
By month 6:
- You own end-to-end hiring, with measurable improvements in time-to-hire, quality-of-hire, and hiring manager satisfaction
- You ve built functioning talent pools for our top three highest-leverage roles
- You re a trusted voice at the senior management table
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Posted: May 17th, 2026