Overview of the Role The Internal Recruiter plays a key role in delivering high-volume recruitment across the business, ensuring that large numbers of vacancies are filled efficiently, consistently, and with high-quality candidates. This role works closely with hiring managers and the wider People team to understand workforce requirements, plan recruitment campaigns, and manage the full recruitment lifecycle at pace from attraction through to onboarding while maintaining a positive candidate experience. Key Responsibilities and Duties High-Volume / End-to-End Recruitment • Partner with hiring managers to understand volume hiring needs and create clear, consistent job descriptions suitable for large-scale recruitment. • Manage multiple recruitment campaigns simultaneously, often recruiting for the same or similar roles across teams or locations. • Proactively source candidates using job boards, social media, talent pools, referrals, and bulk advertising campaigns. • Screen high volumes of applications efficiently, carrying out shortlisting and initial interviews to assess skills, capability, and cultural fit. • Coordinate interview processes at scale, including assessment days, group interviews, or high-volume interview schedules where required. • Manage the offer process, including issuing offers, handling basic salary queries, and liaising with the people team to ensure a smooth handover into onboarding. Candidate Experience & Employer Branding • Deliver a consistent, fair, and positive candidate experience across all high-volume recruitment campaigns. • Ensure clear and timely communication with candidates throughout the recruitment process, even when application volumes are high. • Support employer branding activity by ensuring job adverts, careers content, and recruitment messaging accurately reflect the organisation’s culture and values. • Gather feedback from candidates and hiring managers to continuously improve recruitment campaigns and candidate experience. Collaboration with Hiring Managers & Workforce Planning • Build strong working relationships with hiring managers to ensure recruitment timelines, expectations, and volumes are clearly understood. • Support workforce planning by helping managers forecast hiring needs and plan recruitment activity in advance. • Advise hiring managers on market conditions, candidate availability, and realistic hiring timelines for volume roles. Recruitment Metrics & Process Improvement • Track and report on key recruitment metrics such as time-to-hire, volume filled, attrition during probation, and campaign success rates. • Use recruitment data to identify trends, bottlenecks, and opportunities to improve speed, quality, and efficiency. • Continuously review and improve high-volume recruitment processes to ensure consistency, compliance, and scalability. • Support process optimisation by streamlining workflows, using ATS functionality effectively, and introducing automation where appropriate. Skills, Qualifications and Experience • Candidate Experience & Employer Branding • Deliver a consistent, fair, and positive candidate experience across all high-volume recruitment campaigns. • Ensure clear and timely communication with candidates throughout the recruitment process, even where application volumes are high. • Support employer branding activity by ensuring job adverts, careers content, and recruitment messaging accurately reflect the organisation’s culture and values. • Gather feedback from candidates and hiring managers to continuously improve recruitment campaigns and candidate experience. Education and Qualifications: • Qualifications relating to talent acquisition, interviewing or certified recruitment professional (CRP) is advantageous but not essential. Additional Information: • Occasional travel to other company locations, recruitment fairs etc. may be required. • Flexibility in working hours may be needed during peak recruitment periods or large-scale hiring campaigns. Key Values and Behaviours Key Values Integrity: • Maintaining transparency and honesty throughout the recruitment process with candidates and hiring managers. • Ensuring fairness in all recruitment decisions and respecting confidentiality. Collaboration: • Working closely with hiring managers, people teams, and other departments to align recruitment strategies with business goals. • Building strong relationships and fostering teamwork across departments. Commitment to Diversity and Inclusion: • Championing diversity in hiring practices, ensuring equal opportunities for all candidates. • Developing strategies to attract a diverse talent pool and creating an inclusive hiring process. Accountability: • Taking responsibility for recruitment targets and ensuring that deadlines are met. • Delivering on commitments, keeping stakeholders informed, and ensuring high-quality hires. Adaptability: • Being flexible and able to adjust strategies or processes as recruitment needs evolve, particularly in a fast-paced environment. • Staying open to feedback and continuously improving recruitment methods. Excellence: • Striving for high standards in candidate experience, employer branding, and overall recruitment processes. • Continuously looking for ways to improve efficiency and outcomes. Customer-Centric Focus: • Prioritising the needs of hiring managers and candidates, ensuring a smooth, positive experience for both. • Responding to feedback and making adjustments to meet the expectations of internal stakeholders. Innovation: • Embracing new tools, technologies, and recruitment methods to enhance efficiency and improve candidate selection. • Proactively seeking out creative ways to address recruitment challenges. Key Behaviours Strong Communication: • Effectively conveying job requirements and expectations to both hiring managers and candidates. • Being a clear, professional, and empathetic communicator throughout the recruitment process. Decision-Making and Judgement: • Making informed and objective hiring decisions based on data, candidate assessments, and business needs. • Balancing intuition with data-driven insights to ensure quality hires. Leadership and Influence: • Taking charge of the recruitment process and guiding hiring managers to make informed, confident decisions. • Leading by example and mentoring junior recruiters or people team colleagues when needed. Problem-Solving: • Addressing recruitment challenges such as difficult-to-fill roles, candidate shortages, or issues with hiring processes. • Finding creative solutions to ensure recruitment targets are met without compromising quality. Attention to Detail: • Ensuring that job descriptions, candidate evaluations, and offer letters are accurate and aligned with company standards. • Managing recruitment data and metrics carefully to track progress and performance. Empathy and Candidate Care: • Putting candidates at ease during interviews, making them feel respected and valued throughout the process. • Maintaining a positive candidate experience, even with unsuccessful candidates, to promote the company’s brand. Resilience and Perseverance: • Staying motivated and focused, especially when faced with setbacks or challenging recruitment periods. • Continuously pushing forward to meet hiring goals despite obstacles. Proactivity: • Anticipating hiring needs and taking proactive steps to ensure a constant pipeline of candidates. • Regularly checking in with hiring managers to understand their evolving needs and ensuring recruitment strategies are aligned. Confidentiality and Discretion: • Handling sensitive candidate and company information with the utmost discretion and confidentiality. • Managing confidential data and conversations with care and respect.