Recruiter

Anticipated Contract End Date/Length: January 2026 - December 2026 (12 months)
Work Set Up: Hybrid

Our client, a leading global professional services organisation, is seeking an experienced Recruiter with 5 - 10 years of hands-on, end-to-end recruiting experience within professional services. The successful candidate will bring strong headhunting capability, deep stakeholder credibility, and the ability to deliver high-quality talent across multiple business units in a fast-paced, consulting-driven environment.

This role requires a proactive, consultative Recruiter who can partner closely with Hiring Managers, understand complex role requirements, and independently drive talent acquisition from sourcing through to offer and onboarding.

What you will do:
End-to-End Recruitment

• Manage the full recruitment lifecycle, including job briefing, sourcing, screening, interviewing, offer management, and onboarding support.
• Deliver recruitment solutions across professional services/consulting roles at various levels of seniority.
• Ensure a positive candidate and Hiring Manager experience throughout the process.

Headhunting & Talent Sourcing

• Proactively headhunt and engage passive candidates using market mapping, direct sourcing, and networking techniques.
• Build and maintain strong talent pipelines for current and future hiring needs.
• Leverage LinkedIn, job boards, referrals, and internal databases to identify top talent.

Stakeholder Management

• Partner with senior Hiring Managers and business leaders, providing trusted recruitment advice and market insights.
• Build strong credibility with stakeholders by demonstrating an understanding of consulting and professional services talent requirements.
• Manage expectations and communicate effectively around timelines, challenges, and hiring outcomes.

Recruitment Strategy & Delivery

• Translate business needs into effective recruitment strategies aligned to the organisation’s talent objectives.
• Provide insights on market availability, compensation benchmarks, and hiring trends.
• Ensure compliance with the organisation’s recruitment standards, policies, and local labour regulations.

Reporting & Systems

• Maintain accurate recruitment data and reporting using ATS and internal systems.
• Track hiring progress, pipeline health, and recruitment metrics.
• Contribute to continuous improvement of recruitment processes and best practices.