The Senior Talent Partner will transition recruitment to in-house, manage end-to-end hiring, collaborate with stakeholders, and develop talent acquisition strategies.
Senior Talent Partner
Requirements
Benefits
Reports to: Head of Performance and Development
Location: Hybrid, Central London (Chalk Farm)
Compensation: Up to £60,000
KPI’s: Time to hire | Hiring manager satisfaction | Quality of hire at 6 months
We're looking for a senior talent operator to build Soar Group's in-house hiring function.
Soar Group is the UK's fastest-growing performance agency group — Hambi Media, For You Advertising, and Soar With Us. We're around 100 people, managing £100M+ in ad spend, and hiring has become a strategic lever, not a back-office function.
For the past few years, we've worked with an outstanding external recruitment partner who's helped us scale to where we are today. That relationship has been brilliant but we've now reached the point where the volume and complexity of our hiring needs a dedicated person inside the business. This is that role.
This isn't about keeping reqs moving. It's about how we attract, assess, and land the people who'll shape the next chapter of the group.
- Nominated for Meta's Creative Diversity Award 2025, the only independent agency recognised
- Highest independent agency spend on Meta in 2025
- Official TikTok Agency Partner, Creative Partner, and one of the only TikTok Shop Partners across UK and US
- Two production studios (London and Manchester)
- Creators of D2C Diaries, one of the UK's leading eCommerce podcasts
- Partnered with Meta, TikTok, Foreplay, and Triple Whale
- Manage the transition from external recruitment to a fully in-house function — building on the foundation our partner has put in place
- Own end-to-end recruitment across the group: briefing, sourcing, screening, assessment, offer
- Collaborate closely with hiring managers to define role requirements and build effective interview processes.
- Act as a genuine advisor to founders and hiring managers — challenging job designs, shaping scorecards, making the call on fit
- Lead workforce planning conversations with the SMT, translating business strategy into hiring priorities
- Develop and execute comprehensive talent acquisition strategies including events and early careers
- Build and maintain talent pools for our highest-leverage roles
- Own recruitment analytics, benchmarking, and pipeline reporting
- Set and enforce assessment standards across the group
- Develop a system for and champion a culture of internal mobility
- Activate our employer brand - telling the Soar Group story in a way that earns the attention of the people we want
- Be a visible culture carrier
- Contribute to group-wide rituals - All Hands, the Creative Strategy Incubator, and beyond
- Build trust with founders and SMT
Requirements
This role demands someone who can lead hiring from the front, hold their own with founders and C-suite, and build systems that last.
Must-Have:- 5+ years in in-house talent, with meaningful agency, creative, or marketing services experience
- Proven end-to-end hiring across creative, strategy, account, and production
- Strong stakeholder credibility.
- Commercial instinct where you think about hiring in terms of business impact, not reqs closed
- Excellent communicator. Candidate rejections, C Suite briefs, pipeline reports
- Comfortable using AI as part of your day-to-day workflow
- Experience bringing recruitment in-house from an agency model
- Employer brand activation or talent marketing background
- Exposure to competency frameworks, career ladders, or succession planning
- DTC, e-commerce, or paid social agency experience
In your first 3 months:
- You've built trust with every founder and hiring manager across the group
- You've established a clear operating rhythm: briefing standards, pipeline reviews, visible presence
- You're owning at least 75% of live hiring directly, with a plan to scale to full ownership
By month 6:
- You own end-to-end hiring, with measurable improvements in time-to-hire, quality-of-hire, and hiring manager satisfaction
- You've built functioning talent pools for our top three highest-leverage roles
- You're a trusted voice at the senior management table
Benefits
- 28 days paid holiday including birthday leave, Christmas Eve and New Year's Eve
- Long-service holiday scheme: 1 extra day per year of service after 2 years
- Flexible and hybrid working (2 days in office)
- Regular team socials
- Private Health and life insurance
- Company pension scheme
- Work abroad for 1 month a year
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