Job Overview
The Talent Acquisition Manager (or Talent Acquisition Lead) architects the organisation's talent acquisition strategy. Far beyond operational recruiting, they develop a strategic vision to attract, identify and retain top talent.
Unlike a traditional recruiter who executes job placements, they define overall talent strategy: employer brand, innovative sourcing, candidate experience, recruitment data and strategic partnerships. The role is evolving rapidly with programmatic recruiting, generative AI and changing candidate expectations.
Key Responsibilities
Develop talent acquisition strategy
Create recruitment strategy aligned with business objectives: forecasting needs, identifying key profiles, mapping talent market, defining sourcing channels and performance KPIs.
Build employer brand
Develop and promote employer brand to attract talent: content creation (testimonials, videos, LinkedIn posts), event participation, university partnerships and managing employer reviews (Glassdoor, Indeed).
Drive strategic sourcing
Develop innovative sourcing strategies: direct search on LinkedIn/GitHub, partnerships with specialist firms, talent community engagement, referral programmes, recruiting events (hackathons, webinars).
Optimise recruitment process
Design and continuously improve candidate journey: process mapping, reducing time-to-hire, smooth candidate experience, systematic feedback, assessment tools and successful onboarding.
Lead recruitment team
Lead and develop the recruitment team: set targets, provide coaching, train on new sourcing techniques, track KPIs and coordinate with hiring managers.
Analyse and optimise performance
Drive recruitment analytics: dashboards (funnel conversion, source quality, hire quality, diversity), predictive analysis and ROI measurement of recruitment activities.
Required Skills
Technical Skills vs Soft Skills
- Expertise in recruitment strategy and sourcing
- ATS system proficiency (Lever, Greenhouse, Workable, Flatchr)
- Deep knowledge of LinkedIn Recruiter and sourcing tools
- HR marketing and employer branding expertise
- People analytics and advanced Excel
- Employment law and assessment techniques
- Leadership and team management
- Excellent relationship-building and business sense
- Strategic vision and business orientation
- Creativity and innovation in sourcing
- Influence and negotiation ability
- Agility and multi-project management
Salary and Compensation
Salary Scale 2026 (annual gross)
| Experience | Startups/Scale-ups | Large Enterprise | South East England |
|---|---|---|---|
| Established (3-6 years) | 45-55K€ | 50-60K€ | +15-20% |
| Senior (6-10 years) | 55-65K€ | 60-70K€ | +15-20% |
| Senior+ (10-15 years) | 65-80K€ | 70-85K€ | +15-20% |
| Head of TA (15+ years) | 80-100K€ | 90-120K€ | +20-25% |
What is the difference between Talent Acquisition and Recruitment?
Do you need to be a recruiter first to become a Talent Acquisition Manager?
Does a Talent Acquisition Manager still recruit directly?
What are the main challenges in this role?
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