[Hiring] Senior Talent Acquisition Specialist @Sporty Group

Role Description

We’re looking for a Senior Talent Acquisition Specialist to personally lead our most senior, complex and business critical searches while helping the wider Talent Acquisition team deliver at a higher standard.

• Your remit will span our Commercial, Operations and Support functions.
• You’ll own a focused portfolio of priority searches, act as a trusted adviser to senior leaders and provide practical guidance to colleagues navigating challenging hiring requirements.
• This is a hands-on player-coach role.
• Alongside delivering your own hires, you’ll help colleagues strengthen their search strategies, assessment judgement and stakeholder management.
• You’ll lead through expertise, coaching and influence, with success reflected in both the hires you deliver and the capability you build across the team.

Qualifications

• A strong track record of personally delivering senior, complex and business-critical hires across commercial and business functions, ideally within iGaming and/or FinTech.
• Experience leading targeted searches for leadership and director-level appointments, from initial scoping and market mapping through to offer acceptance.
• Demonstrated ability to operate as a player-coach: delivering your own recruitment portfolio while improving the judgement, capability and effectiveness of colleagues.
• Credibility with senior stakeholders, including evidence of constructively challenging requirements, influencing hiring decisions and navigating competing priorities.
• Strong hands-on capability in direct sourcing, candidate assessment, offer negotiation and closing.
• Commercial understanding and the ability to connect hiring decisions to business priorities, quickly building knowledge of unfamiliar functions or talent markets.
• Sound judgement and discretion when handling ambiguous requirements, sensitive appointments and complex candidate conversations.
• The ability to translate recruitment data and market evidence into clear recommendations and practical interventions.
• Significant hands-on experience using Greenhouse for workflow management, data quality, reporting and stakeholder visibility.
• Evidence of improving recruitment processes or tools. Experience with Greenhouse integrations, automation or other recruitment technology would be an advantage.
• High autonomy, accountability and a consistent commitment to inclusive, evidence-based and candidate-centred hiring.

Requirements

• Lead senior and business critical hiring.
• Own end-to-end recruitment for senior leadership, specialist and business critical positions, including sensitive or confidential searches where required.
• Translate business priorities into clear hiring briefs, advising leaders on role scope, candidate profiles, seniority, location, compensation and assessment.
• Build and execute targeted search strategies, using talent mapping, direct sourcing and personalised engagement to reach senior and hard-to-find candidates.
• Lead kick-offs, calibration sessions and hiring discussions that clarify expectations, challenge assumptions and support timely, evidence-based decisions.
• Apply sound judgement when assessing leadership capability, relevant experience and transferable backgrounds, particularly where requirements are evolving.
• Manage complex offers, counter-offers and sensitive candidate conversations, maintaining trust and momentum throughout the process.
• Provide regular, practical coaching through search reviews, candidate calibration and feedback on sourcing, assessment and stakeholder conversations.
• Help colleagues diagnose stalled searches, refine their approach and resolve difficult hiring challenges, building their confidence and independence.
• Support priority searches beyond your own portfolio, stepping in where your expertise can help unblock progress or improve outcomes.
• Partner with the Global Talent Acquisition Lead to prioritise critical hiring, identify capacity constraints and recommend where additional support or a change in approach is needed.
• Share effective practices and turn successful approaches into tools, guidance and ways of working that the wider team can use.
• Use recruitment data, market insight and candidate feedback to identify risks, explain trade-offs and recommend action across priority searches.
• Maintain accurate records and clear reporting in Greenhouse, giving stakeholders visibility of progress, blockers and next steps.
• Strengthen structured, inclusive assessment practices and ensure a thoughtful candidate experience, including for senior candidates navigating confidential moves.
• Lead practical improvements to sourcing, assessment, workflows and automation, demonstrating their impact on hiring quality, conversion, speed and candidate experience.

Benefits

• Sporty is a remote first company in pursuit of sustainability.
• A competitive salary + individual performance based bonuses every quarter.
• 28 days annual leave.
• Top of the line equipment.
• Annual company retreats to provide great internal networking opportunities.