Talent Acquisition Partner

About Unseen

Unseen combines assessment technology, candidate engagement, psychometric design and recruitment support solutions to help employers deliver fair, data-driven, high-impact recruitment experiences and insights.

Our customers rely on us to make hiring work better, and we're passionate about helping them deliver exceptional selection experiences for their teams and candidates. Now Unseen is growing at pace and we're looking for someone who shares our ambition, talent and energy to join us in-house, supporting our own growth from the first brief to the first day.

The Role

This is a hands-on TA role. You will support in all stages — from assessing hiring needs and creating compelling job specs to attract top talent to running recruitment processes across the Unseen Group, working day to day with the Head of People and hiring managers for all departments (sales, customer success, marketing, tech, finance, recruitment solutions and advisory).

You will be working on live searches from the start, so the role suits someone who is organised and comfortable managing a full candidate pipeline.

Contract: Permanent

Salary: £40,000

Location: Our HQ is in London but we are remote-friendly and would be open to all candidates based in the UK

Key Responsibilities

Needs Assessment and Briefing

• Meet hiring managers before a vacancy opens to understand the team, the work and where capability is missing.
• Turn each request for a new hire into a written brief that sets out the purpose of the role, the skills it needs and how success will be measured.
• Challenge briefs that are unclear, overlap with existing roles or are unlikely to meet the need, and suggest alternatives where they exist.
• In partnership with the HOP — agree timescales, approval steps and the interview plan with the hiring manager before the vacancy goes live.

Sourcing and Screening

• Draft and post job adverts from briefs agreed with hiring managers.
• Source candidates through job boards, LinkedIn, referrals and professional networks, including talent pools beyond the usual places.
• Review CVs and applications against the criteria agreed with hiring managers, and record the reason for each decision.
• Keep candidate pipelines up to date so hiring managers can see where each vacancy stands.

Interviews and Candidate Management

• Run first-stage screening interviews and share clear, consistent notes with the HOP and hiring managers.
• Schedule interviews and manage diaries for candidates, hiring managers and panels.
• Move successful candidates through offer and into onboarding.
• Manage candidates from application to offer, including updates at each stage and feedback or rejection messages sent promptly.

Process and Administration

• Keep the recruitment tracking system and candidate records accurate and up to date.
• Produce regular recruitment updates covering open roles, candidate volumes and time to hire.
• Use AI and automation tools for research, admin and drafting where they save time, checking the output before using it.
• Protect candidate information in line with data protection requirements.
• Flag delays and friction in the process and suggest practical fixes.

Skills and Experience

Essential

• Experience recruiting across a range of roles through an in-house team, an agency or both.
• Experience screening CVs and running first-stage interviews.
• Experience managing several live vacancies at once, with candidates at different stages.
• Strong organisation, with careful attention to diaries, records and deadlines.
• Excellent written and verbal communication with candidates and hiring managers.
• Confidence finding candidates for hard-to-fill or unfamiliar roles.
• Comfort using recruitment technology, and a questioning approach to what it produces.

Desirable

• Experience using applicant tracking systems.
• Experience using data or technology to improve a recruitment process.
• Experience recruiting in technology, professional services or consultancy.
• Experience with structured interviews or assessments.

Key Performance Indicators

• Time to fill for agreed vacancies, measured from approved brief to accepted offer.
• Candidate updates sent at every stage, within agreed timescales.
• Interviews scheduled within agreed timescales of shortlisting.
• Positive hiring manager feedback on shortlist quality and on the process.
• Positive candidate feedback on the process — even if they are unsuccessful.
• Accuracy and completeness of recruitment records.

What We Offer

• Generous annual leave amounting to 40 days (inclusive of bank holidays)
• Remote-friendly working, with hybrid options in our central office locations (London and Manchester)
• Life insurance and Pension
• Flexible benefits package: choose what works for you