Talent Acquisition Partner, EMEA

To be a successful Talent Acquisition Partner at Spaulding Ridge, candidates should have at least 5+ years of experience in a talent acquisition role within a global professional service company. Strong communication skills, the ability to manage recruitment across multiple countries, and familiarity with technology alliances like Anaplan and Salesforce are also highly desirable. Bilingual skills in English and Spanish will be considered a plus, enhancing your ability to connect with diverse candidates.

As a Talent Acquisition Partner at Spaulding Ridge, your primary responsibilities will include developing and executing a comprehensive recruitment strategy across the EMEA region, managing the end-to-end recruitment process for various consulting and corporate roles, and partnering with business leaders to align hiring needs with broader organizational goals. You'll also oversee the full lifecycle of recruiting activities, ensuring operational excellence and a consistent approach to talent acquisition.

Working as a Talent Acquisition Partner at Spaulding Ridge comes with a competitive benefits package that includes private health insurance, 28 days of paid time off, a monthly technology and wellness allowance, and contributions to a pension plan. Additionally, you'll be part of a company that values community and inclusion, providing opportunities for involvement in initiatives that give back to society.

At Spaulding Ridge, we foster a work culture that emphasizes relationships, trust, and belonging. Our commitment to Diversity, Equity, and Inclusion (DEI) ensures that every employee feels accepted and respected for who they are. As a Talent Acquisition Partner, you'll find yourself in a collaborative environment where your contributions directly enhance our team's dynamics and company growth.

The Talent Acquisition Partner position at Spaulding Ridge is a hybrid role, requiring you to work in the London office two days a week. This arrangement allows for flexibility while maintaining vital in-person collaboration with your colleagues and stakeholders, supporting a vibrant workplace culture.

A strong strategy for sourcing candidates in a diverse talent pool involves leveraging multiple platforms and communities. I focus on building relationships with industry organizations, utilizing online resources, and engaging with Employee Resource Groups (ERGs) to connect with underrepresented groups. Additionally, promoting our DEI initiatives during outreach reflects our commitment to diversity.

I approach the full lifecycle of recruiting by following a structured process that includes defining job requirements in collaboration with hiring managers, crafting compelling job descriptions, and creating a strategic outreach plan. I ensure timely communication with candidates throughout their journey while maintaining a positive candidate experience, which is vital in today's competitive job market.

Certainly! I led a recruitment campaign that targeted high-demand roles within our consulting vertical by utilizing data analytics to identify gaps and opportunities. By creating tailored outreach strategies and promoting our employer brand through social media and networking events, we were able to increase our applicant pool by 40%, successfully filling multiple key positions.

Balancing local recruiting needs with global strategies requires active communication and collaboration with regional leaders. I prioritize understanding local market dynamics while aligning our efforts with the core goals of the global talent acquisition team, ensuring we attract talent that is both locally relevant and aligned with the organization’s vision.

I find that utilizing a robust Applicant Tracking System (ATS) like Greenhouse optimizes the recruiting process. This tool allows for efficient tracking of candidates, improves communication among team members, and integrates seamlessly with other HR systems, enhancing workflow and making data management easier to support our decisions.

I measure recruitment effectiveness using key performance indicators like time-to-fill, quality of hire, and candidate satisfaction scores. Gathering feedback from hiring managers and candidates post-hiring allows me to make data-informed adjustments to improve our processes continually.

Throughout my career, I've been a proactive advocate for DEI in recruiting. I've implemented programs that focus on outreach to underrepresented communities, trained interview panels on biases, and developed metrics to assess our diversity goals. This commitment not only strengthens our workforce but also reflects our organizational values.

Collaboration is at the heart of my approach to talent acquisition. I engage regularly with stakeholders, hiring managers, and the People & Culture team to ensure alignment on recruitment strategies and to gather insights into departmental needs. This collaborative spirit ensures we attract the best candidates who fit both the role and our company culture.

Ensuring a positive candidate experience starts with clear communication at every stage of the recruitment process. I prioritize providing timely updates, offering constructive feedback, and creating an engaging interview environment that reflects our company values. By treating candidates with respect and transparency, we build a strong employer brand.

A common challenge in talent acquisition is the competition for top candidates. I've addressed this by enhancing our employer branding, focusing on unique selling points, and improving our candidate engagement strategies, which has led to a stronger attraction of candidates and the successful placement of several key hires.