Head of Talent Acquisition (Forex)

Role Summary

We’re hiring a Head of Talent Acquisition to build a high-velocity, high-quality hiring engine for a Forex business. This leader will own the end-to-end TA strategy and execution, with a sharp focus on scaling commercial and specialist teams (Sales, Retention, Dealing/Trading support, Risk & Compliance, Product/Tech where applicable) while protecting quality, speed, and regulatory alignment.

Mandatory: Candidates must have Forex industry talent acquisition experience for the last 3 years (continuous and recent), with direct exposure to hiring in a regulated, performance-driven environment.

Key Outcomes

• Build a predictable hiring machine that consistently delivers against headcount plans.

• Strengthen pipeline health and reduce time-to-fill without compromising quality.

• Improve offer acceptance and retention by elevating candidate experience and fit.

• Embed compliant, structured hiring practices that scale with growth.

Core Responsibilities

Strategy & Operating Model

• Define and execute the TA strategy aligned to business growth targets and workforce planning.

• Build a scalable recruiting operating rhythm (weekly funnel reviews, forecasting, hiring governance).

Delivery Leadership

• Own full-cycle hiring across priority functions, with hands-on leadership for business-critical roles.

• Drive structured interviews, scorecards, bar-raising, and fast decision-making.

Forex Hiring Expertise (Critical)

• Lead hiring for Forex-relevant roles such as:

  • Sales (IB/Partners, B2C/B2B Sales), Retention/Account Management

  • Dealing/Trading Operations support, Client Services

  • Risk, Compliance, AML/KYC, Payments/Fraud

  • Marketing/Performance Marketing (where relevant), Product/Tech/Analytics (optional scope)

• Understand market talent pools, compensation dynamics, and competitor landscapes in Forex.

Sourcing & Pipeline Generation

• Build proactive sourcing strategies (talent mapping, competitor mapping, referral programs, talent communities).

• Reduce agency reliance and improve cost-per-hire through in-house capability.

Stakeholder Management

• Partner with leadership and hiring managers as a trusted advisor—aligning role design, leveling, and hiring priorities.

• Implement interview training to increase signal quality and consistency.

Analytics & Optimization

• Build dashboards and lead decisions using TA metrics: time-to-fill, time-to-hire, offer acceptance, pipeline conversion, quality signals, attrition insights.

• Run post-hire quality reviews and continuously improve funnel performance.

TA Tech Stack & Process Excellence

• Own ATS/CRM usage, automation, and data hygiene; standardize workflows, SLAs, and candidate communications.

Employer Brand

• Strengthen EVP and messaging for Forex talent markets; partner with Marketing/Comms on targeted hiring campaigns.

What Success Looks Like (First 90–180 Days)

• Deliver against priority hiring plan with clear weekly forecasting and pipeline visibility.

• Standardize structured interviews, scorecards, and hiring SLAs across functions.

• Build talent maps for top competitor clusters and launch proactive sourcing motions.

• Reduce time-to-fill and improve offer acceptance through optimized process and messaging.

Compensation & Benefits

• Competitive base + performance bonus

• Equity/long-term incentive (where applicable)

• Health & wellness coverage

• Flexible work model (role-dependent)

• Learning & leadership development budget