Talent Acquisition Consultant

Job description and duties

Employer content is shown in its original language. Check the original advert before applying.

Job introduction More than filling vacancies. Shape the demand, find the talent and own the outcome. Sodexo is creating a different kind of Talent Acquisition service across UK & Ireland: proactive rather than purely reactive, consultative rather than transactional, and much closer to the businesses and operations we support. As a Talent Acquisition Consultant, you will own an allocated business portfolio from talent need to accepted offer. You will not wait for jobs to land and rely on applications. You will understand the workforce plan, test and shape hiring requirements, build pipelines ahead of demand and use direct sourcing, assessment and market insight to secure the talent the business needs. This role offers far greater ownership than a traditional Resourcing Advisor position. You will be expected to know your portfolio, create the recruitment strategy, influence managers and be accountable for the result. If you enjoy solving talent problems, getting close to the business and actively finding people, this is an opportunity to help define a genuinely consultative in-house TA model. What you'll do: Own recruitment delivery across a dedicated business portfolio, from early workforce discussions through to accepted offer. Spend time with operational and People leaders to understand changing demand, recurring requirements and future capability needs. Lead high-quality role briefings that challenge assumptions, sharpen selection criteria and agree an effective route to market. Create tailored sourcing and attraction plans, selecting the right channels rather than defaulting to advertising. Proactively identify and engage talent through direct search, digital sourcing, networks, talent communities and referral routes. Build ready-to-engage pipelines for recurring, volume and business-critical requirements before vacancies arise. Screen, interview and assess candidates, presenting well-evidenced recommendations rather than simply forwarding applications. Use candidate, competitor and labour-market insight to set realistic expectations and improve hiring decisions. Own momentum throughout the process, addressing delay, poor conversion or candidate risk before it affects delivery. Maintain accurate system data and deliver an inclusive, compliant and consistently high-quality candidate and manager experience. What you'll bring Strong end-to-end recruitment experience, including direct sourcing, interviewing, assessment and offer management. A genuinely consultative style, with the confidence to advise, influence and constructively challenge hiring managers. Evidence of creating sourcing strategies and engaging passive candidates, not only managing applicants. Strong portfolio management with the ability to balance multiple priorities without becoming purely task-led. Commercial awareness and the ability to connect hiring decisions to operational and workforce outcomes. Confidence using recruitment technology, digital sourcing platforms, automation and data to improve delivery. A strong commitment to inclusion, candidate care and clear accountability for results. A visible, business-facing approach, including regular weekly travel and on-site presence.

Requirements

Requirements were not supplied separately; also check the full description above.