Talent Partner / Headhunter – Recruiter Acquisition (UK & Ireland)
Talent Partner / Headhunter – Recruiter Acquisition (UK & Ireland)
Group of Companies is looking for a Head Hunter. This position is a Sales & Opportunity Hunter role.
For Recruiter Acquisition you will hunt senior recruiters to offer them the opportunity to launch their own recruitment business.
Location: Remote, South Africa.
The Brief
We are seeking an experienced headhunter to identify, engage, and convert high‑performing agency recruiters who are ready to transition into independent/entrepreneurial models.
This role requires someone who understands the psychology, motivations, and objections of successful recruiters and knows how to move them from “comfortable” to “committed.”
Core Objective
Build a consistent pipeline of experienced recruiters (typically 3–15+ years’ experience) who are open to launching their own desk under an independent platform.
Key Responsibilities
- Proactively map and target high‑billing recruiters across the UK & Ireland
- Headhunt passive talent from established agencies and boutiques
- Run consultative outreach (not transactional recruiting)
- Qualify candidates based on billing history, mindset, and readiness for independence
- Manage the full attraction funnel: outreach → engagement → conversion
- Handle objections around risk, stability, and leaving current roles
- Collaborate closely on messaging, positioning, and market feedback
Confidentiality
Discretion is critical — targets will often be high‑performing individuals not actively on the market.
Requirements
What We’re Looking For
- Proven track record in headhunting recruiters (agency‑to‑agency moves or similar)
- Strong network within the UK & Ireland recruitment market
- Deep understanding of recruiter motivations, commission structures, and pain points
- Ability to influence and sell a non‑traditional opportunity (not a salaried job)
- Highly credible communicator with strong commercial instincts
- Comfortable operating in a performance‑driven environment
Ideal Profile
- Former recruitment consultant or leader who has “walked the walk.”
- Experience placing senior or high‑billing recruiters
- An entrepreneurial mindset understands the leap to self‑employment
- Skilled at engaging passive, skeptical candidates
Success Metrics
- Number of qualified recruiter conversations
- Conversion rate to active interest
- Number of recruiters onboarded
- Quality (billing potential, experience level, niche strength)
Engagement Model
- Retained / project‑based
- Hybrid (base + success fee)
- Other incentives for successful acquisitions
Benefits
- 25 days annual leave
- 40‑day work week with flexibility on start and finish of work hours - agreed with the company directly (core hours to be covered)
Why This Is Different
- You are not selling another recruitment job.
- You are selling a career shift into independence, which requires a far more strategic, consultative, and persuasive approach.
#J-18808-Ljbffr