Senior Executive Talent Acquisition

Senior Talent Partner (Commercial Sales) | High-Agency, High-Impact Role | Fintech Scale-Up

We’re partnering with a globally recognised fintech at a pivotal stage of growth, scaling commercial teams across international markets with a laser focus on hiring quality over volume.

This is not a transactional recruitment role.

This is for someone who wants to own the entire hiring ecosystem end-to-end, from process architecture through to delivery and continuous optimisation.

The Opportunity

You’ll operate as a true strategic partner to senior commercial stakeholders, owning hiring across multiple business lines and regions.

• Manage 10–12 live roles at any one time with consistent, high-quality pipeline flow
• Own the full lifecycle: role scoping → market mapping → process design → delivery → close
• Build and refine interview frameworks, scorecards, and hiring processes
• Continuously challenge and improve, streamlining workflows, pushing back where needed, and introducing Plan B strategies based on market data
• Ensure every role has calibrated candidates progressing at all times

This is a role for someone comfortable operating with high autonomy, pace, and accountability, where success is measured on both quality and efficiency.

What Sets This Role Apart

• Genuine ownership: You’re not filling roles, you’re designing how hiring works
• Senior stakeholder exposure: Partner directly with leadership and influence hiring strategy
• High-performance expectations: 3–4 hires per month within a tightly managed, data-driven process
• Strategic recruiting mindset: Build talent pipelines, not just shortlists

Ideal Profile

• Proven experience in commercial or GTM hiring (Sales, Account Management, Revenue roles)
• Comfortable managing high requisition volume without compromising quality
• Strong ability to challenge stakeholders, push back, and influence decisions
• Naturally structured, proactive, and data-led in how you operate
• Thrives in environments where there is ambiguity, ownership, and pace

Compensation & Why It’s Different

• £70k–£80k base salary
• Quarterly bonus up to 40%, rare for in-house roles and heavily performance-driven
• Strong benefits + a business experiencing significant, sustained growth

Why Join?

You’ll be stepping into a company that is:

• Scaling globally across multiple markets
• Financially strong and operating in a resilient, high-growth sector
• Investing heavily in talent as a strategic function, not a support service

What You Need to Succeed

• Currently operating at Senior Talent Partner level (or equivalent) in-house
• Reporting into Head of / Global Head of TA level leadership, with exposure to senior stakeholders, or feel you can cope with this level of visibility.
• Proven track record managing high-volume, high-quality commercial or GTM hiring
• Experience owning multiple concurrent requisitions (10+), end-to-end
• Strong evidence of process ownership and optimisation, not just delivery
• Ability to influence, push back, and challenge stakeholders credibly
• A highly structured, data-driven way of working with clear prioritisation
• Demonstrated progression and commitment within in-house environments

Non-Negotiables

• Agency-only backgrounds without a successful transition into in-house
• Candidates who have moved in-house but lack tenure, progression, or impact
• Recruiters operating in purely delivery-focused or low-ownership roles
• Profiles lacking exposure to senior stakeholder management or process design
• Candidates not comfortable operating at volume (10–12 roles) with continuous pipeline expectations