Talent Acquisition Partner

Telefónica Tech (part of the Telefónica Group) is a leading NextGen Tech solutions provider with a highly diversified team of over 6,000 exceptionally skilled employees and +60 nationalities.

We serve more than 5.5m customers every day in over 175 countries, with a global ecosystem of market-leading partners. Global strategic hubs: Spain, Brazil, the UK, Germany.

The Telefónica Tech UK&I hub has an end- to-end portfolio of market leading services and develops integrated technology solutions to accelerate digital transformation through: Cloud, Data & AI, Enterprise Applications, Digital Workplace and Cyber Security & Networking.

Values: Open, Bold, Trusted

Trusted Partners:

• Microsoft: Top 3 Service Providers, Azure Expert Status, Fastrack & Inner Circle Partner
• HPE: Platinum Partner – FY23 UK&I Solution Provider of the Year
• Palo Alto & Crowdstrike: part of our NextDefense Cyber Security Portfolio
• Fortinet: Elite VIP Program – one of only 2 in the UK
• AWS: Premier Tier Services Partner

Talent Acquisition Partner

Technologies: Cloud · Cyber · Data · AI
Location: UK

The role in a nutshell

Find great people. Great people make great hires.

We're looking for a Talent Acquisition Partner who thrives in a fast-moving, specialist environment and knows that the best candidates aren't always the ones applying first. You'll own the full recruitment cycle across our digital transformation business: partnering closely with hiring managers, shaping how we attract talent, and building the kind of candidate experience people talk about positively.

This is a role with real ownership. You won't be executing a playbook someone else wrote; you'll help write it. You'll be joining an established People & TA team, working collaboratively across the business, and genuinely shaping how we grow.

What you'll be doing

Full Hiring Cycle Ownership:

• Run end-to-end recruitment across our core practice areas: Cloud, Cyber Security, Data and AI Solutions, as well as Sales, Leadership, and internal functions including Finance, People, and IT. Expect around 30–50 hires per year across a mix of technical, commercial, and corporate roles.
• Partner with hiring managers to deeply understand what 'great' looks like for each role, challenging assumptions and bringing market insight to every conversation.
• Advise on role feasibility, levelling, and the right resource mix: permanent, fixed-term, or contract.
• Keep SmartRecruiters up-to-date and use it to its full potential, with clean data, strong reporting, and a consistent process.

Specialist Sourcing:

• Write concise, accurate and compelling job adverts
• Use LinkedIn Recruiter, Boolean search, specialist communities, referrals, and emerging AI-assisted sourcing tools to build targeted pipelines for hard-to-fill roles across Cloud, Cyber, Data and AI.
• Build and nurture talent pools proactively, so we're not starting from scratch every time a role opens.
• Craft compelling, personalised outreach that cuts through the noise. You understand what specialists in digital transformation actually care about.

Candidate Experience Champion:

• Design structured, fair, and human interview processes, and coach hiring managers to show up at their best too.
• Give every candidate a clear, timely, and respectful experience regardless of outcome. Our reputation as an employer lives here.
• Collect and act on candidate feedback to continuously improve the process.

Build our Employer Brand:

• Be an authentic ambassador for who we are, using real culture stories, career development narratives, and honest EVP messaging to differentiate us from competitors.
• Partner with People & Marketing teams to develop content that resonates with the specialist talent we want to attract across our practice areas.
• Help shape our presence on LinkedIn, professional communities, and events relevant to Cloud, Cyber, Data, AI, and digital transformation audiences.

Data-driven and Strategic:

• Track and report on key hiring metrics including time to hire, source of hire, offer acceptance rate, and DEI data, then use the insight to improve.
• Contribute to workforce planning conversations with the Head of Talent and business leaders.

What we're looking for

• Demonstrable experience in-house or hybrid (agency plus in-house) recruitment experience, with demonstrable success hiring specialist tech talent in a digital transformation, IT services, or professional services environment.
• Breadth across hiring types: you're as comfortable filling a Cloud Architect role as you are a Sales Account Director or HR Business Partner.
• A genuinely proactive sourcing approach. You don't wait for applications; you go and find people.
• Experience running structured interview processes and coaching hiring managers who are new to recruiting.
• Familiarity with a modern ATS. SmartRecruiters experience is a bonus, but what matters is that you keep data clean and pipelines moving.
• Strong written and verbal communication skills, whether in candidate outreach, interviews, or stakeholder conversations.
• A track record of introducing or improving hiring practices, not just talking about it.

Nice to have…

• Experience hiring across multiple markets or geographies.
• Comfort using AI tools to support sourcing, screening, or candidate communication workflows.
• Experience supporting employer brand content creation or running recruitment marketing campaigns.

Who you are

Beyond skills and experience, we care a lot about the kind of person you are:

• Curious: you love learning about the roles you hire for and the people you meet, and you share what you know with your team.
• Collaborative: you see yourself as a true partner to hiring managers
• Compassionate: you treat every candidate with genuine care, knowing that how people experience our process matters.
• Proud of your craft: you care about doing this well, not just getting it done.

How you'll know you're thriving

We don't leave people to figure out what 'good' looks like. In your first 12 months, success looks like:

• Hiring managers actively seek you out for advice. You're seen as a trusted partner, not just someone who sends CVs.
• Your hiring metrics tell a positive story: lower time-to-hire, strong offer acceptance rates, and improving diversity across shortlists.
• You've contributed something new, whether a process improvement, a sourcing approach, or an employer brand asset, that the team didn't have before you arrived.
• Candidates who don't get the job still leave the process feeling good about us.
• You're getting regular, structured feedback from your line manager and peers, and you're using it.

We don’t believe hiring is a tick-box exercise, so if you don’t match the job description 100% but feel you’d be a great fit, we’d still love to hear from you—we’re committed to building a diverse, inclusive team and welcome applications from people of all backgrounds, and if you need any adjustments during the interview process, just let us know.

At Telefónica Tech, we believe inclusion is the bridge that empowers everyone to be their authentic selves. We celebrate and respect our differences because diversity drives innovation and makes us stronger.
 
Be yourself with us, and feel that you belong. 

We welcome applicants from all backgrounds and identities regardless of age, disability, gender reassignment, marital or civil partnership status, pregnancy or maternity, race, religion or belief, sex, and sexual orientation. 
 
We are also committed to equity, accessible hiring practices, and creating an inclusive culture through many means including TogetHer (Women's network) and our Employee Resource Groups which include Diversity and Inclusion, Telefónica Tech Pride, Neurodiversity, ELEVATE (African and Caribbean heritage network), and Sustainability.

 We don’t believe hiring is a tick box exercise, so if you feel that you don’t match the job description 100%, but would still be a great fit for role, please get in touch.