United Kingdom · Human Resources · Mid-Level (2-5 years)

Talent Acquisition Specialist

Here is the whole job, in plain words. What it is, a real day, what you decide, how you're judged, how people get here and where they go next. Then the part no course gives you: twelve AI tutors who learn your work.

Experience bandMid-Level (2-5 years)
Direct reportsNo direct reports
Reports toTalent Acquisition Manager
UK framework levelUsually a coordinator, or early in a professional job

Also advertised as Recruitment Specialist · Recruiter · Hiring Partner

Built on an analysis of 43,079 real UK job descriptions · grounded in qualifications employers recognise

Start with a free Future Fluency check, tuned to Talent Acquisition Specialist

Ten quick questions, one per Future Fluency, asked against this role rather than a generic one. About five minutes, and no card.

Start the check, free

1What this role really is

You'll be the person finding, attracting, and bringing in great people for our teams. This isn't just about filling seats; it's about building the future of our company, one hire at a time. Frankly, you're the first impression many candidates will have of us, so you've got to make it count.

2What you'd actually use

The tools this job runs on, and how well you'd need to know each one.

Greenhouse (Applicant Tracking System)Advanced

You'll live in Greenhouse: posting jobs, moving candidates through stages, scheduling interviews, adding feedback, and running basic reports on your roles. You'll know it inside out for day-to-day tasks.

LinkedIn RecruiterAdvanced

Your primary tool for finding passive candidates. You'll be building targeted searches, sending personalised InMails, and managing your talent pipelines here.

Calendly / Microsoft Outlook (Scheduling)Advanced

Coordinating complex interview schedules between candidates and multiple interviewers. You'll be a wizard at finding those elusive slots and sending out clear invites.

BambooHR / Excel (HRIS & Basic Data)Intermediate

Pulling basic reports on hiring activity (e.g., time-to-fill, source of hire) and using Excel or Google Sheets for simple tracking or data analysis. You'll be comfortable with basic formulas.

Slack / Microsoft Teams (Collaboration)Advanced

Providing real-time updates on candidates to hiring managers, coordinating with interviewers, and generally keeping everyone in the loop through quick messages and dedicated channels.

3What you get to decide, and how that grows

Power in a job isn't your title. It's what you're allowed to decide. Here's how it grows as you move up.

The choice	Coming in	Where you are now	The step above
Candidate Screening (Initial)	Follows strict guidelines, escalates any 'grey area' candidates to a senior recruiter for review.	Independently decides which candidates to phone screen or reject based on role requirements and market knowledge; consults manager on unusual profiles.	Defines screening criteria for complex roles, empowers junior team members to screen, only reviews exceptions or highly strategic candidates.
Sourcing Strategy	Executes sourcing plans provided by a senior recruiter, focuses on basic LinkedIn searches.	Designs and executes sourcing strategies for assigned roles, including Boolean strings and platform selection; seeks feedback on novel approaches.	Develops and refines sourcing methodologies for entire departments, evaluates new tools, trains the team on advanced techniques.
Offer Negotiation	Presents offers as directed, escalates all negotiation points to a senior recruiter or manager.	Leads offer conversations and negotiates within pre-approved salary bands; escalates requests outside of these bands or complex scenarios.	Handles complex negotiations for senior roles, advises on compensation strategy, has authority to approve minor concessions within a broader budget.
Hiring Manager Pushback	Escalates all pushback or disagreements to their manager for resolution.	Uses data and market insights to push back on unrealistic requirements or biased feedback; consults manager if resolution isn't reached.	Proactively manages hiring manager expectations, coaches them through difficult decisions, defines best practices for stakeholder management.

4How you'll be judged

The scoreboard, honestly: the hard targets, how often each one is actually looked at, and the quiet human signals that never make it onto a dashboard.

Time-to-Fill

The average number of calendar days from when a job requisition is opened to when an offer is accepted for your assigned roles.

Target · Average of <45 days

If a role opens on 1st January and an offer is accepted on 10th February, that's 41 days. We'll track your average across all your open roles.

Qualified Candidates Submitted per Role

The number of candidates you present to a hiring manager who meet the core requirements and are deemed suitable for interview.

Target · Minimum of 3-5 qualified candidates presented within the first 14 days of a search.

For a new Software Engineer role, you'd aim to have 3-5 strong CVs in the hiring manager's inbox by the end of week two.

Offer Acceptance Rate

The percentage of candidates who accept a formal offer of employment.

Target · >90% for offers extended.

If you extend 10 offers in a month and 9 accept, that's a 90% acceptance rate. It tells us how well you're selling the role and managing expectations.

Source of Hire

Tracking where successful candidates come from (e.g., LinkedIn, direct applications, referrals).

Target · >50% of hires from proactive sourcing (LinkedIn Recruiter, direct outreach).

If you hire 10 people, we'd expect at least 5 of them to be people you found and reached out to directly, rather than just applying to an advert.

Hiring Manager Satisfaction

How happy hiring managers are with the quality of candidates, your communication, and the overall recruitment process.

Regular positive feedback in 1:1s, hiring managers proactively seeking your advice on new roles, and a high score (e.g., +50 NPS) from post-hire surveys. They'll tell you they appreciate your updates and that you 'get' what they're looking for.

Candidate Experience Quality

Ensuring candidates have a positive, transparent, and respectful experience, regardless of the outcome.

Low rates of candidate 'ghosting' (where they disappear), positive comments in candidate feedback surveys, and candidates referring others to us. They'll feel heard and valued, even if it's a 'no'.

Process Adherence & Improvement

Following our established recruitment processes, but also spotting ways to make them better.

ATS data is clean and up-to-date, interview feedback is timely and structured, and you're regularly suggesting small tweaks to intake meetings or debriefs that make things smoother. You're not just following the rules
you're helping us write better ones.

Market Insight Contribution

Bringing back useful information about the talent market to your hiring managers and the TA team.

You're sharing insights on salary trends, competitor hiring, or candidate availability during intake meetings. You'll be able to explain *why* a role is hard to fill, not just that it *is* hard.

5Would you like it

The honest version. What people enjoy, and what grinds them down.

What people enjoy

Making a Tangible Impact

You'll see the direct result of your work when a new hire starts, joins team meetings, and contributes to projects. It's not abstract; you're building the team.

Watching a new Software Engineer you hired contribute to a major product launch within their first few months.

Problem Solving & Discovery

Every role is a new puzzle. You'll enjoy figuring out how to find that specific person, uncovering their motivations, and connecting them with the right opportunity.

Successfully sourcing a niche candidate that no one else could find, by using creative Boolean strings and digging deep into online communities.

Building Relationships

You'll spend your days talking to interesting people—candidates, hiring managers, colleagues. You'll build trust and become a go-to person for hiring advice.

A hiring manager coming to you directly for advice on structuring a new team, even before a role is officially open.

What frustrates people

The 'moving goalpost': A hiring manager changing the core requirements of a role three weeks into the search after you've already screened dozens of people.
The last-minute counter-offer: Spending weeks on a candidate, getting them to offer, only for their current boss to give them a huge raise to stay.
Feedback black hole: Interviewers who provide vague, unhelpful feedback like 'good' or 'not a fit' in the ATS, leaving you nothing to work with.
Being the scapegoat: When a role stays open for ages due to an indecisive manager or a non-competitive salary, but the blame often falls on 'TA not finding good people'.

What this role does not give you

A perfectly predictable day-to-day routine – expect curveballs.
Guaranteed success on every single search – some roles are just tough.
A quiet, solitary work environment – you'll be talking to people all day, every day.
A role where you only ever deliver good news – you'll be delivering plenty of rejections too.

6Who you work with

This role directly impacts our ability to scale and deliver on business objectives by ensuring we have the right people in the right roles. You're essentially the engine room for our growth, helping to build the teams that build our products and serve our customers. A good hire can transform a team; a bad one can set us back months, so your impact is pretty significant.

Inside the business

Hiring Managers (across various departments)
Department Heads
HR Business Partners
Finance Team (for budget approvals)

Outside the business

Candidates (active and passive)
Recruitment Agencies (occasionally)
Job Board Representatives

7What you need before you start

Not a wish list. The things you would be expected to already have.

At least 2 years of experience in an in-house recruitment role, or a similar agency role where you managed full lifecycle recruitment.
Proven experience using an Applicant Tracking System (ideally Greenhouse or Lever) for managing candidates and processes.
Demonstrable experience using LinkedIn Recruiter for proactive candidate sourcing.
A track record of successfully filling a variety of roles, ideally within a fast-paced environment.
Strong organisational skills and the ability to manage multiple priorities simultaneously.

8What to practise next

Where the job is going, and what to do about it starting this week.

Strategic Talent Mapping & Pipeline Building

Waiting for roles to open and then scrambling to find candidates is reactive. The best recruiters proactively build relationships with desirable talent *before* we even have a vacancy, creating a 'warm' pipeline for future needs.

Market intelligence gathering · Proactive candidate engagement · Long-term talent pool management · Forecasting talent needs

This month: Identify one or two 'evergreen' roles (e.g., Software Engineer) and start building a talent pool of 20-30 passive candidates in LinkedIn Recruiter.
Next quarter: Schedule informal 'coffee chats' with 5-10 of those passive candidates, even if there's no immediate role, just to build rapport.
Month 3-6: Work with a hiring manager to map out the talent landscape for a specific, hard-to-fill skill set.
Ongoing: Share market insights from your talent mapping with your manager and relevant hiring teams.

Quick win: Start tagging interesting profiles you come across in LinkedIn Recruiter with 'Future Interest: [Role Type]' and send them a quick, non-salesy message about a relevant article or industry event.

ATS Optimisation & Reporting

Your ATS isn't just a database; it's a powerful tool for insights and efficiency. Moving beyond basic use to optimising workflows and extracting meaningful reports will make you much more effective.

Custom report building · Workflow automation · Data integrity best practices · Integration awareness

This month: Explore Greenhouse's reporting features. What custom reports can you build? Try to build one that answers a question your manager has recently asked.
Next quarter: Identify one manual task you do regularly in Greenhouse and research if it can be automated. Propose the change to your manager.
Month 3-6: Take an advanced Greenhouse admin course or tutorial online.
Ongoing: Regularly audit your own data entry to ensure accuracy and consistency.

Quick win: Spend 30 minutes each week exploring a new feature in Greenhouse you haven't used before. You'll be surprised what you find.

9Staying current once you are in

What people here do to keep up

Attending industry webinars and conferences focused on talent acquisition trends and tools.
Joining online recruitment communities (e.g., LinkedIn groups, specific forums) to share knowledge and learn from peers.
Regularly reading industry blogs and publications to stay up-to-date on market changes and best practices.
Taking online courses on specific sourcing techniques, interview skills, or HR tech platforms.
Mentoring junior colleagues or new starters (even informally) to solidify your own understanding and build leadership skills.

10How the AI economy is changing work like this

Before we ask anything of you, here's what we can already say about AI and work of this kind:

The new skill this role is being asked for: Data-Driven Storytelling

Hiring managers and leadership are increasingly asking for data to back up recruitment decisions and strategies. Just presenting numbers isn't enough; you'll need to weave them into a compelling narrative.

We'll only ever tell you what we can actually back up. No hype, no scare tactics.

The rising capability

Zavmo analysis

What's rising in its place

This is where the work is heading, and the higher pay with it. Get fluent here and the shift stops being a threat and starts being your edge.

Data-Driven Storytelling

Hiring managers and leadership are increasingly asking for data to back up recruitment decisions and strategies. Just presenting numbers isn't enough; you'll need to weave them into a compelling narrative.

Identifying key metrics
Visualising data effectively
Constructing a narrative
Tailoring the message

What you’ll use

Skills this role draws on

Technical

Behavioral Interviewing (STAR Method)
Advanced Sourcing & Boolean Logic
Candidate Experience (CX) Design
Compensation Benchmarking & Offer Framing
Inclusive Hiring Methodologies

The pathway

How you actually get there, here

How you become one varies far more by country than what one does. This is the UK route. Most people take one of these ways in; the right one depends on where you're starting from.

1
Talent Sourcing Coordinator to Talent Acquisition Specialist
1-2 years as a Coordinator
Skills to master
- Mastering the 'top of the funnel' (sourcing, screening, scheduling), understanding basic Boolean logic, building initial candidate rapport, and getting a good grasp of ATS functionality.
You're ready to move on when
- Consistently delivering high-quality candidate pipelines to recruiters.
- Proactively identifying and engaging with passive candidates.
- Taking initiative to learn about full-cycle recruitment processes.
- Receiving positive feedback on organisational skills and communication.
2
Agency Recruiter to In-house Talent Acquisition Specialist
2-4 years in an agency setting
Skills to master
- Adapting to an in-house culture, building long-term relationships with internal hiring managers, understanding employer branding, and focusing on quality-of-hire over sheer volume.
You're ready to move on when
- Proven track record of full-cycle recruitment success in an agency.
- Desire to focus on one company's hiring needs and culture.
- Strong client management skills (transferable to internal stakeholders).
- Ability to articulate the differences between agency and in-house recruitment.
3
HR Administrator/Generalist to Talent Acquisition Specialist
2-3 years in an HR support role
Skills to master
- Developing specific sourcing and interviewing techniques, understanding talent market dynamics, and building a network of passive candidates.
You're ready to move on when
- Demonstrated interest in recruitment (e.g., shadowing recruiters, assisting with interviews).
- Strong understanding of HR processes and company culture.
- Excellent organisational and people skills.
- Proactively seeking opportunities to learn recruitment-specific skills.

11Where this role leads

The long view:Your career path here isn't a rigid ladder; it's more like a climbing wall with many different routes up. We're here to help you find the best path for you, whether that's becoming a deep specialist, a team leader, or moving into a different part of the business entirely. The opportunities are pretty broad, honestly.

Pay & demand

Typical pay £35,194 a year Source: ONS Annual Survey of Hours and Earnings, 2025 (provisional), under the Open Government Licence v3.0

The figure is the median for full-time employees in the ONS occupation this job title codes to (Human resources and industrial relations officers), from the April 2025 survey — about six months old when published, as ASHE always is. It is that occupation's middle, not this role's. Half earn more.

The ten Future Fluencies

Zavmo analysis

The credential is what you can do today. These are what keep you valuable.

A qualification proves you can do the job as it's defined today. These ten are what decide whether you're still the obvious person for it in five years. They're the capabilities employers are now writing into senior roles faster than people are learning them. Zavmo weaves them through whatever you study, so you come out with both: the credential and the fluency.

The highlighted ones are the Fluencies your role leans on hardest, from how Talent Acquisition Specialist is actually changing. In about two minutes, the free confidence check asks where you stand on each of the ten. That's the whole check, and it's what makes the plan yours rather than generic.

12The team that's yours

No two people are taught the same way. This is one-to-one, not one-to-many.

Zavmo is a hyper-personalised AI learning platform. Twelve virtual tutors, each with a different way of teaching, and one orchestration agent that picks the right one for the moment. So every single lesson is shaped around you, your role, and the way you learn. Not a course everyone sits through. A conversation built for you, and no one else.

…and nine more, matched to you after your first chat. Meet all twelve

Start free and meet yours

13What it feels like

A conversation, not a course

Because your tutor knows your role, your projects and your last session, learning sounds like this. And it's different for every single person:

Recruit, select and keep colleaguesLevel 3

Applied to your work in Talent Acquisition Specialist

This unit aims to equip learners with the skills to recruit, select, and retain colleagues, demonstrating appropriate behaviours and applying relevant general and industry-specific knowledge.

How the thinking builds

Remember
Understand
Apply
Analyse
Evaluate
Create

An illustration of a Zavmo lesson, built from this role’s own route. The unit, its objective and every criterion above are the awarding body’s own words, not an example.

One to one, not one to many

No two people run this the same way

A course is written once and handed to everyone. This is assembled around you, and keeps changing as it learns you. Five things it reads, and what each one changes.

Your actual work Every lesson is taught against a live piece of your own work, not a worked example from a textbook.
What you already know The first conversation finds your starting point, so you skip what you can already do and spend the time on what you cannot.
The conditions you learn under Not a learning-styles quiz. The evidence does not support those. The dimensions the research does back, read once and used to shape the plan.
How far you got last time It picks up mid-thought. The tutor knows what you said, what you struggled with, and what it asked you to try.
Which tutor suits the moment Twelve of them, each for a different kind of thinking. The one who walks you through a first idea is not the one who stress-tests it.

See how you learn, free. Eight questions, no sign-up. A directional taster; the diagnostic inside Zavmo goes deeper and keeps adapting.

DemonstrateIllustration

Evidenced on your work in Talent Acquisition Specialist

You do not finish by watching something. You finish by showing it on the work you already do, against the measures this job is judged on.

Time-to-FillThe average number of calendar days from when a job requisition is opened to when an offer is accepted for your assigned roles.If a role opens on 1st January and an offer is accepted on 10th February, that's 41 days. We'll track your average across all your open roles.Average of <45 days
Qualified Candidates Submitted per RoleThe number of candidates you present to a hiring manager who meet the core requirements and are deemed suitable for interview.For a new Software Engineer role, you'd aim to have 3-5 strong CVs in the hiring manager's inbox by the end of week two.Minimum of 3-5 qualified candidates presented within the first 14 days of a search.
Offer Acceptance RateThe percentage of candidates who accept a formal offer of employment.If you extend 10 offers in a month and 9 accept, that's a 90% acceptance rate. It tells us how well you're selling the role and managing expectations.>90% for offers extended.
Source of HireTracking where successful candidates come from (e.g., LinkedIn, direct applications, referrals).If you hire 10 people, we'd expect at least 5 of them to be people you found and reached out to directly, rather than just applying to an advert.>50% of hires from proactive sourcing (LinkedIn Recruiter, direct outreach).

These are this job's own measures, with its own targets. Nothing is marked evidenced, because nobody has started this yet. Yours would fill in from the work you bring.

Your passport

This isn't a certificate you file away. It's a passport to the life you're designing.

Every credit you earn and every fluency you build adds up: evidence where it counts, carried with you. Zavmo keeps the map: where you are, where you're heading, and the next step, at your pace, around your life. From Talent Acquisition Specialist to Senior Talent Acquisition Specialist, and whatever you decide comes after.

Level 3 · in progressAI Fluency→ Senior Talent Acquisition Specialist→ your design

Where this takes you

Your career path here isn't a rigid ladder; it's more like a climbing wall with many different routes up. We're here to help you find the best path for you, whether that's becoming a deep specialist, a team leader, or moving into a different part of the business entirely. The opportunities are pretty broad, honestly.

See Your Progress GrowIllustration

Talent Acquisition Specialist

Behavioral Interviewing (STAR Method)
Advanced Sourcing & Boolean Logic
Candidate Experience (CX) Design
Compensation Benchmarking & Offer Framing
Inclusive Hiring Methodologies

This is your Mind Palace on learn.zavmo.ai. Every skill above comes from this role's own record, not an example borrowed from another job. A node lights up when you evidence it, and what you build stays yours between jobs. That is the part a course cannot do.

14The detail, folded away

Everything else the record holds

The career branches in full, how AI is already showing up in the day-to-day, and the questions people ask about this job. Here when you want them, out of the way while you decide.

Where it leads next, rung by rung

Where it leads

The career path, and where it branches

Talent Acquisition Specialist is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

Senior Talent Acquisition Specialist
3-5 years in this role
L3
- Advanced Talent Mapping: Proactively building talent pipelines for critical, hard-to-fill roles.
- Executive Sourcing: Finding and engaging with senior-level candidates.
- Recruitment Marketing: Developing strategies to enhance our employer brand and attract specific talent segments.
- Data Analysis & Reporting: Building more sophisticated reports to inform hiring strategy.

Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, recruitment has a fair bit of admin. But what if you could offload some of that to AI, freeing you up to do the really interesting stuff – like building relationships and closing great candidates? Our AI Productivity Hub is here to help you do just that.

We're not talking about replacing you; we're talking about making you a recruitment superpower. Imagine spending less time on tedious tasks and more time on strategic thinking and candidate engagement. That's the promise of AI in your role.

Sourcing & Screening Automation

Use AI tools like SeekOut or HireEZ to automatically find profiles across the web that perfectly match your ideal candidate. The AI can even do initial resume screening, filtering out non-qualified applicants before they even hit your inbox. No more sifting through hundreds of irrelevant CVs.

Bias Detection & Job Description Analysis

Ever worried your job descriptions might accidentally put off great candidates? Tools like Textio or Gender Decoder use AI to analyse your adverts for biased or non-inclusive language. They'll suggest alternative phrasing to help you attract a wider, more diverse applicant pool. It's a game-changer for pipeline quality.

Personalised Outreach Generation

Crafting compelling InMails or emails for passive candidates can take ages. With AI assistants (think ChatGPT or integrated tools in Gem), you can feed it a candidate's LinkedIn profile and the job description, and it'll draft a highly personalised, persuasive message in seconds. You just review and send. Easy.

Interview Debrief & Summary

Forget frantically taking notes during interviews. AI meeting assistants (like Fathom or Otter.ai) can transcribe conversations and automatically generate summaries. This gives you an objective record and helps create structured feedback for the hiring team, making debriefs faster and much more data-driven. Less writing, more insight.

Common questions

How do you become a Talent Acquisition Specialist?

Common routes in include Talent Sourcing Coordinator to Talent Acquisition Specialist (1-2 years as a Coordinator), Agency Recruiter to In-house Talent Acquisition Specialist (2-4 years in an agency setting) and HR Administrator/Generalist to Talent Acquisition Specialist (2-3 years in an HR support role). Times vary with prior experience.

Where can a Talent Acquisition Specialist progress to?

This role can lead on to Senior Talent Acquisition Specialist (3-5 years in this role), depending on the skills you build.

What level is a Talent Acquisition Specialist in the UK?

This role aligns to RQF Level 3 on the UK framework, a guide to the depth of qualification it maps to, not a hard entry bar.

What new skills matter most for a Talent Acquisition Specialist?

Increasingly, Data-Driven Storytelling. These are the areas where the higher-paid, future-proof work is heading.

The honest bit

You’ve started things before

Most of them were built for a room full of people who aren’t you. A cohort moves on whether or not your week allowed it, and by the third week the thing you’re behind on becomes the reason you stop opening it.

There’s no cohort here, and no timetable to fall behind. Before anything starts, Zavmo asks when you’re sharpest and how long you can realistically sit down for, then builds the sessions around those answers. A bad fortnight changes your pace. It doesn’t put you behind.

And you only pay once you start learning. Searching and planning are free, and you can cancel any time — so the cost of finding out is an afternoon, not a year.

What it costs

Less than one coaching session. Every month.

A single career-coaching hour costs more than a month of this, and it ends when the hour does. Zavmo doesn't. It's £70 a month, about £2.30 a day, for a companion that knows a Talent Acquisition Specialist, works on the job you actually do, and keeps going at your pace rather than a timetable's.

Searching and planning stay free. You only pay when you start learning.
Your credits are yours. Regulated, and they don't vanish when a subscription ends.
Cancel any time and billing stops. No notice period, no minimum term.

Your path, personalised

You have the map. Walking it is the part we do together.

This route runs to 10 national skill standards. That is a real journey.

Zavmo shapes a learning experience as unique as you are. It fits how you learn, your pace and the work you already do. Every step stays benchmarked to recognised national standards. That’s the plan for becoming a Talent Acquisition Specialist: personal to you, and it still counts. The first steps are free.

Independent research finds well-designed intelligent tutoring performs nearly as well as one-to-one human tutoring: VanLehn (2011), Educational Psychologist.

A private tutor in the UK averages £35–40 an hour . Zavmo is £70/month.

A Zavmo curriculum screen: a three-month plan of nine units, ninety credits, each one an Ofqual-regulated unit the learner can tick or untick before starting. — A real plan on learn.zavmo.ai: Ofqual-regulated units, credits, and a three-month run at your own pace.

Start free No commitment. See your first steps free.

15Where to go from here

Other roles at Level 3

Same depth of qualification, different job. Useful if the work appeals but this particular role does not.

Other roles in Human Resources

Stay in the field you know and move sideways rather than up.

If you leave this industry

The skills you'll gain as a Talent Acquisition Specialist are highly transferable. You could move into broader HR roles (e.g., HR Business Partner), specialise in People Analytics, or even move into Operations or Sales roles where strong communication and influence are key. Your network will be huge, too.

Not sure this is the right direction?

Work out what you actually want from work first, then come back and see which roles fit it. Takes about ten minutes.

You're not behind. You're right on time. The shift is only just beginning. Your role won't look the same in two years. Be the one who leads the change, not the one it happens to. Build my plan, free Here's the first ten minutes: a 2-minute confidence check → your personalised roadmap → meet the tutors matched to you. No card, cancel any time. No card. Build your plan, see your roadmap and meet the twelve tutors matched to you. All free. When you're ready to start learning, it's £70 a month, billed monthly. Cancel any time and billing stops.

Talent Acquisition Specialist

What's rising in its place

Data-Driven Storytelling

Skills this role draws on

Technical

How you actually get there, here

Talent Sourcing Coordinator to Talent Acquisition Specialist

Agency Recruiter to In-house Talent Acquisition Specialist

HR Administrator/Generalist to Talent Acquisition Specialist

The credential is what you can do today. These are what keep you valuable.

Roles this leads to

No two people are taught the same way. This is one-to-one, not one-to-many.

A conversation, not a course

No two people run this the same way

This isn't a certificate you file away. It's a passport to the life you're designing.

Everything else the record holds

The career path, and where it branches

Senior Talent Acquisition Specialist

Where AI is starting to help

Sourcing & Screening Automation

Bias Detection & Job Description Analysis

Personalised Outreach Generation

Interview Debrief & Summary

Common questions

You’ve started things before

Less than one coaching session. Every month.

You have the map. Walking it is the part we do together.