[Hiring] Talent Acquisition Manager @Pickle

Role Description

We’re looking for an experienced Talent Acquisition Manager to shape and improve how a growing, commercially focused business attracts, hires and deploys talent. This is a hands-on role combining end-to-end recruitment delivery with the opportunity to influence hiring strategy, workforce planning and recruitment processes as the business evolves.

Working closely with senior leaders and the wider People team, you’ll help ensure hiring is aligned with business priorities, candidates have a positive experience, and recruitment processes are effective, consistent and scalable. The role is initially part-time, offering the opportunity to make a meaningful impact while working flexibly.

What You’ll Be Doing

• Recruitment Delivery
  • Manage end-to-end recruitment across a broad range of roles, from initial briefing through to offer and onboarding coordination.
  • Partner with hiring managers to understand business needs, team growth plans and required capabilities.
  • Manage sourcing, screening, candidate engagement, interviews and recruitment pipelines.
  • Support permanent, freelance and contractor hiring.
  • Recruit across a variety of functions, including client-facing, operational, technical, project and creative roles.
  • Provide advice on recruitment strategies, market conditions, candidate assessment and hiring decisions.
• Hiring Strategy and Workforce Planning
  • Partner with business leaders to identify hiring priorities, capability gaps and potential recruitment challenges.
  • Support workforce planning and recruitment forecasting.
  • Use recruitment data and market insights to inform decisions and improve hiring effectiveness.
  • Help leaders balance competing priorities and make informed hiring trade-offs.
• Systems and Process Improvement
  • Review and improve recruitment processes to make them more efficient, consistent and scalable.
  • Identify opportunities to improve the use of recruitment technology, systems and data.
  • Contribute to the implementation, optimisation and effective adoption of recruitment systems and tools.
  • Develop effective talent pipelines and improve how the business attracts and engages candidates.
  • Work collaboratively with People Operations to support smooth onboarding and transitions into the business.
• Stakeholder and Candidate Experience
  • Build trusted relationships with hiring managers and senior stakeholders.
  • Keep recruitment processes organised, transparent and moving at pace.
  • Ensure candidates receive clear communication and a positive, professional experience.

What Success Looks Like

• Recruitment processes run smoothly, with fewer bottlenecks and improved time to hire.
• Hiring managers feel supported and confident in their recruitment decisions.
• Candidates receive a consistent, engaging experience.
• Hiring activity reflects business priorities and workforce needs.
• Recruitment systems, processes and data support better decision-making.
• Hiring practices continue to improve as the business grows.

What We’re Looking For

• Demonstrable experience in talent acquisition or recruitment, with the ability to manage end-to-end hiring independently.
• Experience recruiting across multiple functions and levels of seniority.
• Experience partnering with hiring managers and influencing recruitment decisions.
• Experience hiring permanent employees, freelancers and contractors.
• A track record of improving recruitment processes and ways of working.
• Experience implementing, configuring, migrating or optimising an Applicant Tracking System (ATS).
• Strong organisational skills and the ability to manage competing priorities in a changing environment.
• Confidence using recruitment data and market insights to inform decisions.
• Clear communication skills and the ability to build relationships across different teams.
• A proactive, commercially minded approach, balancing delivery with longer-term improvements.

Particularly Relevant Experience

• We’re especially interested in candidates who have worked in:
  • Learning and development, corporate training, digital learning or related professional services environments.
  • Growing or scaling businesses where recruitment processes need to evolve.
  • Commercial, client-focused organisations.
  • Environments involving a mix of permanent, freelance and contractor recruitment.
  • Businesses that have implemented or significantly improved their recruitment technology and processes.

Your First 90 Days

• First 7 days — Understand
  • Learn the business, its structure, culture and hiring priorities.
  • Build relationships with hiring managers and the People team.
  • Review existing recruitment processes, systems and active vacancies.
• Days 8–30 — Diagnose
  • Take ownership of active recruitment processes.
  • Identify recruitment challenges, process gaps and opportunities for improvement.
  • Assess how recruitment systems and data are being used.
• Days 30–90 — Lead
  • Manage recruitment processes confidently from briefing to offer.
  • Build trusted stakeholder relationships and contribute to workforce planning.
  • Recommend and begin implementing improvements to recruitment processes, systems and decision-making.

Working Environment

You’ll join a collaborative People team in a growing business where priorities can evolve quickly. The environment suits someone who enjoys taking ownership, working independently, building relationships and improving how things are done. Flexible, remote-first working is available, alongside opportunities for in-person team collaboration.

What’s on Offer

• Flexible, remote-first working – Work from wherever you do your best thinking, with flexibility to accommodate life outside work.
• In-person team days – Quarterly opportunities to connect and collaborate with colleagues.
• Private medical insurance – Health and wellbeing cover, including access to rewards and benefits (UK-based employees).
• Employee Assistance Programme (EAP) – Access to confidential support and mental health resources.
• Enhanced annual leave – UK employees receive 25 days of annual leave, alongside three additional paid days during the end-of-year business shutdown. Benefits may vary depending on location.
• Travel insurance – Support for work-related travel and opportunities to spend time with colleagues and clients in person.