A growing technology and data consulting business, with offices across Australia, Recent Zealand and the UK, is creating a Senior Talent Acquisition Business Partner to lead talent acquisition across Australia and New Zealand. This is a senior individual contributor role, not a people management position.

You will work directly with business, technology and delivery leaders to understand the capability the business needs, then go into the market yourself to find it.

Responsibilities

- Personally source, identify and approach high-quality candidates across Australia and New Zealand
- Map talent markets and build target lists for priority roles and capability areas
- Build and maintain deep pipelines of prospective talent ahead of immediate hiring requirements
- Run initial candidate conversations and assess capability, experience, motivation and fit
- Manage candidates through the recruitment process and maintain a high-quality candidate experience
- Work directly with business, technology and delivery leaders to translate requirements into clear search strategies
- Advise hiring managers on talent availability, market conditions and search approach, and challenge briefs where required
- Share candidate intelligence, sourcing approaches and market insights with the UK talent acquisition team





Candidates should have

- Significant experience inside an internal talent acquisition function, partnering directly with hiring managers and business leaders
- A background in a recruitment agency, executive search firm or specialist recruitment business, we want both sides of the fence, not one
- A genuine track record hiring software engineering, data engineering, data and analytics, AI and ML, cloud and platform, architecture or technology consulting talent, as market knowledge here is non-negotiable
- Demonstrable personal sourcing through LinkedIn Recruiter, Boolean search, direct outreach and referral networks
- Experience building pipelines for hard-to-fill or specialist roles
- Strong assessment and interviewing skills, and the credibility to challenge a brief with a senior stakeholder
- This isn't a fit for HR generalists where recruitment was one part of the role, recruitment operations or coordination profiles, agency people who were primarily business development rather than candidate-side, or TA leaders who have moved into management and are no longer personally sourcing.

For more information please contact Steve Grace

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📌 Senior Talent Acquisition Business Partner (Sydney)
🏢 The Nudge Group
📍 Sydney