Talent Acquisition Partner

TALENT ACQUISITION PARTNER

SC Clearance Requirements:

Due to working with several government bodies, SC clearance is required for this position. You do not need active SC clearance as we will undertake checks upon you joining, but you must be eligible to pass SC clearance.

You must be UK based.

AT A GLANCE

You won't just fill your own vertical. You'll own it: the pipeline, the hiring leader relationship, and at least one initiative that outlasts any single requisition.

THE MOMENT

• Cloudscaler is 130 people today, heading to 170 by the end of this year and roughly double again across 2027. Talent Acquisition is being rebuilt around a new Talent Acquisition Manager, with a team of three to five Partners forming from close to a standing start.
• You'll be one of the first people in that team, which means the vertical you're given is genuinely yours to shape. Nobody has already worked out what good looks like for it.

WHAT MAKES THIS DIFFERENT

A lot of Talent Acquisition Partner roles are really a narrow desk: work the reqs you're given, hand off at offer, move to the next one. Here is where this role goes further.

• Instead of a desk you're assigned, a technical vertical you own end to end
• Instead of requisitions handed to you, direct-sourcing pipelines you build yourself
• Instead of recruitment only, recruitment plus a real TA initiative, including early careers
• Instead of being handed off at offer, a clean handover into onboarding, and a relationship with the hiring leader that continues

THE ROLE

You'll sit in the Talent Acquisition team reporting to the Talent Acquisition Manager, alongside two to four other Partners. You'll run full-lifecycle recruitment for a technical vertical you own (sourcing, screening, interview process and offer), while business partnering directly with the hiring leaders in it.

Alongside your own pipeline, you'll own a Talent Acquisition initiative that matters beyond any single hire, most likely our early careers programme: graduates, apprentices and the pipeline that feeds them.

WHERE THE ROLE STARTS AND STOPS

New roles get vague, so here is the boundary as we see it today.

Yours

• Full-lifecycle recruitment for your vertical: sourcing, screening, interview coordination and offer
• Direct-sourcing pipelines for recurring or hard-to-fill roles in your vertical
• Business partnering with the hiring leaders in your vertical
• Ownership of at least one TA initiative, such as early careers

Shared

• The handover from offer to start date, which the People Partner team picks up
• Capacity across the team during peak periods (you'll help outside your vertical when it's needed)
• Agency relationships and overall sourcing strategy, which the Talent Acquisition Manager owns

Not yours

• Employee relations casework and onboarding delivery, which sit with the People Partner team
• Ashby architecture, agency management and team capacity planning, which sit with the Talent Acquisition Manager

THE STACK

• Ashby: Our applicant tracking system. You'll keep your own pipeline data clean and current, as it feeds directly into team reporting.
• Metaview: Interview intelligence, which you'll use to sharpen your own interviewing and get feedback on it.
• Rippling: The employee records. You'll work in it around offer and handover, alongside the People Partner team.
• Claude: A daily tool here. You'll use it for role briefs, market mapping, candidate communication and case notes.

WHAT YOU'LL DO

• Own your vertical. You'll run full-lifecycle recruitment for a technical vertical, becoming the person hiring leaders in it trust first.
• Build direct-sourcing pipelines. You'll proactively map and engage candidates for your recurring or hardest-to-fill roles, rather than waiting on inbound applications.
• Business partner, not just recruit. You'll shape realistic

requirements

with hiring leaders and push back where a brief isn't grounded in the market.

• Own an initiative. You'll take real ownership of a TA project such as early careers: shaping, running and improving it, not just executing someone else's plan.
• Keep the data honest. You'll maintain clean Ashby data for your vertical, so team-wide reporting can be trusted.
• Help beyond your desk. You'll pitch in elsewhere on the team when capacity is tight, because the team wins together.

WHAT SUCCESS LOOKS LIKE AT 12 MONTHS

• Your vertical is resourced against plan, with a live direct-sourcing pipeline for its recurring roles.
• Hiring leaders in your vertical come to you early with a problem, not late with a job description.
• Your initiative (for example early careers) has moved from a plan to something that actually ran, with a cohort hired.
• Your Ashby data is clean enough to report from without checking it first.
• You've built genuine market credibility in your vertical.

WHO WE'RE LOOKING FOR

• A full-lifecycle recruiter. You've owned requisitions from brief to offer, not just one stage of the process.
• A genuine direct sourcer. You build your own pipelines rather than relying on inbound or agencies.
• Comfortable owning a project, not just a req. You want a piece of work that's yours beyond individual hires.
• Credible with technical hiring leaders. You can hold a real conversation about what a role needs.
• Organised at volume. Multiple open roles, an initiative, and a pipeline to keep warm, all at once.

THE HONEST PART

You're joining a team that's being built, not one that's already running smoothly. That means some weeks will be genuinely stretching, and the processes you'd expect to already exist may not yet.

What you get

instead is a vertical that's genuinely yours from the start, an initiative with your name on it, and the chance to shape how this team works rather than slot into someone else's system.

• This probably isn't for you if you want a fully built process to step into. It probably is for you if you want to own a market and a project, not just work a desk.
• If that sounds like the challenge you've been looking for, let's talk.

BENEFITS

• Periodic offer of share options schemes
• Discretionary bonus scheme
• 25 days' annual leave + 5 additional days for training/exams or volunteering
• Travel and accommodation expensed where eligible in line with our expenses policy
• Life Assurance
• Long Term Disability cover
• Employee Assist Programme for employee advice and support (including legal and counselling helpline)
• Health, Mental Health, Wellbeing, Financial and Legal support
• 24/7 GP access
• Public holiday opt-out scheme giving you the option to work on public holidays creating the flexibility to enjoy your time off when it suits you
• Individual training and development plans with online training and exam costs covered
• Recruitment referral scheme – referral bonus if you introduce us to someone we then hire
• Customer referral scheme – referral bonus if you introduce us to a new customer
• Cycle To Work Scheme
• Dog friendly office

• Cloudscaler are proud to be an equal opportunity employer, committed to equal opportunities regardless of gender identity, sexual orientation, race, ancestry, age, marital status, disability, parental status, religion or medical history.
• If you require reasonable adjustments during the recruitment process or within the workplace, please let us know when you speak to our Talent Acquisition team or contact [email protected] at the earliest opportunity.