Director of Talent Acquisition
CV-LibraryLondonpermanentPosted: 16 July 2026
Apply NowDirector of Talent Acquisition
London | Permanent | New office opening 1 March 2027 | £120,000 to £130,000 depending on experience, plus uncapped bonus
If you have built your career hiring salespeople, this is the role you have been waiting for.
A highly successful, privately owned UK finance group is opening a brand new London office in March 2027. You will be the person who staffs it. Not by briefing agencies, and not by directing a team. Personally, on the telephone, in back to back interviews, from the first hire to the hundredth.
The people you will be hiring are brokers. Young, ambitious, money motivated, comfortable picking up the phone and hearing no. If you have spent your working life recruiting that person, whatever you happened to call them, you already know how to do this job.
The hiring you will own
In the region of 20 to 30 brokers a year, alongside a graduate intake starting at five to ten and growing toward around 60 graduates a year in two cohorts as the operation matures. Plus the underwriting, operations, technology and corporate hires that come with building an office from nothing.
You will personally headhunt, screen and first stage interview effectively all of it, then present clean shortlists to the Chief Operating Officer, who makes the final decision. He is fast, he is decisive, and he will back your judgement once you have earned it.
This might be you
The job title on your CV matters far less to us than who you have been hiring. You will be a strong fit if you have come from any of the following.
Internal talent or internal recruitment at a recruitment group, hiring trainee and experienced consultants at volume, running graduate intakes and assessment centres.
Talent acquisition at a broker, a lender, a commercial finance business or a specialist bank.
Running an adviser, broker or agent academy for a wealth manager, an insurance broker or a mortgage network.
Campus or early careers recruitment for a sales or operations graduate scheme, at scale, through assessment centres.
Talent or resourcing for an estate agency, a media sales business or any organisation that hires commission led salespeople in numbers.
Managing a recruitment branch, region or division, where you personally hired, trained and built your own team year after year.If your recent hiring has been software engineers, scientists or corporate functions, this is probably not the right role for you, however senior. The work here is sales recruitment, five days a week.
What you will build
This is a founding hire. Reporting to the Chief Operating Officer, you will own recruitment end to end for the new operation and shape what the division becomes. You will hire and lead one senior direct report to start, with the budget and the mandate to grow a team around you as volumes rise. You will design the graduate programme, build the pipelines and the processes that make volume repeatable, and create a presence in a city where this business is not yet known.
The financial backing is real and the growth plan is committed. This is not a role that will be quietly scaled back in year two.
One thing to be clear about
This business assesses people for psychology and cultural fit, not just competence, and it has a method it believes in. You will be expected to learn that method and apply it consistently rather than import your own. You will be given the approach and the coaching to master it, and you will be working alongside someone genuinely good at it. If you are excited by learning a sharper way of reading people, you will enjoy this enormously. If you would rather run your own way of interviewing, this is not the role.
Location
London based, ideally five days a week in the City as the office launches. There is some flexibility for the right person who is commutable to London, including time spent at head office during onboarding. Exceptional candidates may be considered above the advertised range.
To register your interest and find out more, apply now in confidence
London | Permanent | New office opening 1 March 2027 | £120,000 to £130,000 depending on experience, plus uncapped bonus
If you have built your career hiring salespeople, this is the role you have been waiting for.
A highly successful, privately owned UK finance group is opening a brand new London office in March 2027. You will be the person who staffs it. Not by briefing agencies, and not by directing a team. Personally, on the telephone, in back to back interviews, from the first hire to the hundredth.
The people you will be hiring are brokers. Young, ambitious, money motivated, comfortable picking up the phone and hearing no. If you have spent your working life recruiting that person, whatever you happened to call them, you already know how to do this job.
The hiring you will own
In the region of 20 to 30 brokers a year, alongside a graduate intake starting at five to ten and growing toward around 60 graduates a year in two cohorts as the operation matures. Plus the underwriting, operations, technology and corporate hires that come with building an office from nothing.
You will personally headhunt, screen and first stage interview effectively all of it, then present clean shortlists to the Chief Operating Officer, who makes the final decision. He is fast, he is decisive, and he will back your judgement once you have earned it.
This might be you
The job title on your CV matters far less to us than who you have been hiring. You will be a strong fit if you have come from any of the following.
Internal talent or internal recruitment at a recruitment group, hiring trainee and experienced consultants at volume, running graduate intakes and assessment centres.
Talent acquisition at a broker, a lender, a commercial finance business or a specialist bank.
Running an adviser, broker or agent academy for a wealth manager, an insurance broker or a mortgage network.
Campus or early careers recruitment for a sales or operations graduate scheme, at scale, through assessment centres.
Talent or resourcing for an estate agency, a media sales business or any organisation that hires commission led salespeople in numbers.
Managing a recruitment branch, region or division, where you personally hired, trained and built your own team year after year.If your recent hiring has been software engineers, scientists or corporate functions, this is probably not the right role for you, however senior. The work here is sales recruitment, five days a week.
What you will build
This is a founding hire. Reporting to the Chief Operating Officer, you will own recruitment end to end for the new operation and shape what the division becomes. You will hire and lead one senior direct report to start, with the budget and the mandate to grow a team around you as volumes rise. You will design the graduate programme, build the pipelines and the processes that make volume repeatable, and create a presence in a city where this business is not yet known.
The financial backing is real and the growth plan is committed. This is not a role that will be quietly scaled back in year two.
One thing to be clear about
This business assesses people for psychology and cultural fit, not just competence, and it has a method it believes in. You will be expected to learn that method and apply it consistently rather than import your own. You will be given the approach and the coaching to master it, and you will be working alongside someone genuinely good at it. If you are excited by learning a sharper way of reading people, you will enjoy this enormously. If you would rather run your own way of interviewing, this is not the role.
Location
London based, ideally five days a week in the City as the office launches. There is some flexibility for the right person who is commutable to London, including time spent at head office during onboarding. Exceptional candidates may be considered above the advertised range.
To register your interest and find out more, apply now in confidence