Talent Acquisition Partner

Telefonica Tech

About The Position

Talent Acquisition Partner Technologies: Cloud · Cyber · Data · AI Location: UK The role in a nutshell Find great people. Great people make great hires. We're looking for a Talent Acquisition Partner who thrives in a fast-moving, specialist environment and knows that the best candidates aren't always the ones applying first. You'll own the full recruitment cycle across our digital transformation business: partnering closely with hiring managers, shaping how we attract talent, and building the kind of candidate experience people talk about positively. This is a role with real ownership. You won't be executing a playbook someone else wrote; you'll help write it. You'll be joining an established People & TA team, working collaboratively across the business, and genuinely shaping how we grow.

Requirements

Demonstrable experience in-house or hybrid (agency plus in-house) recruitment experience, with demonstrable success hiring specialist tech talent in a digital transformation, IT services, or professional services environment.
Breadth across hiring types: you're as comfortable filling a Cloud Architect role as you are a Sales Account Director or HR Business Partner.
A genuinely proactive sourcing approach. You don't wait for applications; you go and find people.
Experience running structured interview processes and coaching hiring managers who are new to recruiting.
Familiarity with a modern ATS. SmartRecruiters experience is a bonus, but what matters is that you keep data clean and pipelines moving.
Strong written and verbal communication skills, whether in candidate outreach, interviews, or stakeholder conversations.
A track record of introducing or improving hiring practices, not just talking about it.

Nice To Haves

Experience hiring across multiple markets or geographies.
Comfort using AI tools to support sourcing, screening, or candidate communication workflows.
Experience supporting employer brand content creation or running recruitment marketing campaigns.

Responsibilities

Full Hiring Cycle Ownership: Run end-to-end recruitment across our core practice areas: Cloud, Cyber Security, Data and AI Solutions, as well as Sales, Leadership, and internal functions including Finance, People, and IT. Expect around 30–50 hires per year across a mix of technical, commercial, and corporate roles.
Partner with hiring managers to deeply understand what 'great' looks like for each role, challenging assumptions and bringing market insight to every conversation.
Advise on role feasibility, levelling, and the right resource mix: permanent, fixed-term, or contract.
Keep SmartRecruiters up-to-date and use it to its full potential, with clean data, strong reporting, and a consistent process.
Specialist Sourcing: Write concise, accurate and compelling job adverts
Use LinkedIn Recruiter, Boolean search, specialist communities, referrals, and emerging AI-assisted sourcing tools to build targeted pipelines for hard-to-fill roles across Cloud, Cyber, Data and AI.
Build and nurture talent pools proactively, so we're not starting from scratch every time a role opens.
Craft compelling, personalised outreach that cuts through the noise. You understand what specialists in digital transformation actually care about.
Candidate Experience Champion: Design structured, fair, and human interview processes, and coach hiring managers to show up at their best too.
Give every candidate a clear, timely, and respectful experience regardless of outcome. Our reputation as an employer lives here.
Collect and act on candidate feedback to continuously improve the process.
Build our Employer Brand: Be an authentic ambassador for who we are, using real culture stories, career development narratives, and honest EVP messaging to differentiate us from competitors.
Partner with People & Marketing teams to develop content that resonates with the specialist talent we want to attract across our practice areas.
Help shape our presence on LinkedIn, professional communities, and events relevant to Cloud, Cyber, Data, AI, and digital transformation audiences.
Data-driven and Strategic: Track and report on key hiring metrics including time to hire, source of hire, offer acceptance rate, and DEI data, then use the insight to improve.
Contribute to workforce planning conversations with the Head of Talent and business leaders.