Full-Cycle Talent Acquisition Support
Budget: £10 – £15 GBP
Our company is scaling rapidly, and the recruitment workload now exceeds the bandwidth of our internal team. I need an experienced talent acquisition partner who can take ownership of the full hiring cycle—from first touch through first day—for both entry-level and mid-level roles.
Day-to-day work will revolve around three pillars:
• Sourcing & attracting candidates: craft compelling job ads, proactively search talent pools, and keep a steady flow of qualified prospects coming in.
• Screening & interviewing: review résumés, run structured phone or video screens, and deliver concise interview notes that help hiring managers move quickly.
• Onboarding new hires: coordinate paperwork, schedule orientation sessions, and follow up during each employee’s first week to be sure nothing falls through the cracks.
I already use mainstream job boards, social channels, and an ATS—feel free to suggest additional tools or creative sourcing tactics as you see fit. Success here looks like shorter time-to-hire, consistent candidate experience, and new employees who hit the ground running because their onboarding was seamless.
Deliverables for each open requisition:
1. Weekly pipeline report with source breakdown and status of every candidate.
2. Interview feedback summaries within 24 hours of each call.
3. Completed onboarding checklist signed off by the new hire and their manager on day one.
If you are comfortable juggling multiple requisitions and can communicate clearly with both candidates and internal stakeholders, let’s get started—our next hire is waiting.
Day-to-day work will revolve around three pillars:
• Sourcing & attracting candidates: craft compelling job ads, proactively search talent pools, and keep a steady flow of qualified prospects coming in.
• Screening & interviewing: review résumés, run structured phone or video screens, and deliver concise interview notes that help hiring managers move quickly.
• Onboarding new hires: coordinate paperwork, schedule orientation sessions, and follow up during each employee’s first week to be sure nothing falls through the cracks.
I already use mainstream job boards, social channels, and an ATS—feel free to suggest additional tools or creative sourcing tactics as you see fit. Success here looks like shorter time-to-hire, consistent candidate experience, and new employees who hit the ground running because their onboarding was seamless.
Deliverables for each open requisition:
1. Weekly pipeline report with source breakdown and status of every candidate.
2. Interview feedback summaries within 24 hours of each call.
3. Completed onboarding checklist signed off by the new hire and their manager on day one.
If you are comfortable juggling multiple requisitions and can communicate clearly with both candidates and internal stakeholders, let’s get started—our next hire is waiting.