Recruitment Marketing Executive

Denton - Hybrid (M34)

Permanent

Salary: £35,000 per annum

A Bit About Us

At Partou, we believe every child should feel free to be themselves. Our nurseries are safe, joyful spaces where children can grow, play and discover, supported by teams who care deeply about what they do. We are one of the largest childcare providers in the UK. As we grow, so does our ambition to build an inclusive, high-quality childcare experience and a compelling place to build a career.

Why This Role Is Important to Us

Finding the right people, and helping them see why Partou is the place for them, is critical to the success of our nurseries. The Recruitment Marketing Executive will turn recruitment priorities into targeted, measurable attraction activity while protecting and strengthening our employer brand.

The role combines oversight of paid media with content creation, reporting, employer reputation management, candidate journey improvement and the exploration of new attraction approaches. It will work closely with Talent Acquisition and wider stakeholders to improve outcomes for hard-to-fill and business-critical roles.

What You'll Be Doing

Recruitment Marketing and Attraction

- Develop and deliver recruitment marketing plans and campaigns aligned to hiring priorities, key regions and hard-to-fill roles.
- Partner with the Talent Acquisition team to understand vacancy challenges and translate these into targeted attraction activity.
- Evaluate current attraction channels, audience performance and conversion, recommending where activity should be strengthened, stopped or tested.
- Research and pilot new attraction methods, channels,



partnerships and technologies that broaden reach and improve candidate quality.
- Support local and regional recruitment activity, including events, targeted campaigns and priority vacancy interventions.

Paid Media Oversight

- Oversee paid media activity across appropriate recruitment channels, including campaign planning, audience targeting, budget tracking and optimisation.
- Work with agencies, advertising partners and platform providers to ensure activity is timely, effective and aligned to recruitment priorities.
- Monitor cost, reach, applications, quality and conversion to assess return on investment and recommend changes.
- Maintain clear governance of paid media activity, ensuring spend decisions are supported by evidence and business need.

Content Creation and Delivery

- Create and deliver engaging, values-led recruitment content for campaigns, careers channels, social media, blogs, email and internal communications.
- Develop employee stories, role profiles, campaign assets, toolkits and templates that help vacancies stand out and bring the Partou experience to life.
- Maintain a forward content plan that responds to recruitment priorities, seasonal demand and wider Talent activity.
- Ensure all candidate‑facing content is accurate, inclusive, accessible and aligned to Partou tone of voice and brand standards.





Employer Brand and Reputation Management

- Help shape, protect and consistently apply Partou employer brand and employee value proposition across candidate touchpoints.
- Monitor employer reputation across Glassdoor, Indeed and other relevant platforms, identifying themes, risks and opportunities.
- Coordinate appropriate responses and improvement actions with relevant stakeholders, maintaining professional and consistent messaging.
- Tackle reputation trends and use feedback to inform content, attraction activity and candidate experience improvements.

Data, Reporting and Insight

- Produce clear regular reporting on paid media, attraction sources, campaign performance, candidate conversion and recruitment marketing return on investment.
- Track attraction performance against hard-to-fill and priority roles, highlighting gaps and recommending targeted action.
- Use recruitment funnel data, campaign insight, candidate feedback and market information to identify trends and opportunities.
- Turn data into practical recommendations for the Talent Acquisition team and senior stakeholders, rather than reporting activity alone.

Candidate Journey and Experience

- Monitor the candidate journey from awareness and application through to interview, offer and onboarding, in partnership with Talent Acquisition.
- Identify drop off points, communication gaps and barriers that affect candidate engagement or conversion.
- Review candidate-facing communications and touchpoints to ensure they are timely, explicit, welcoming and consistent with the employer brand.
- Use candidate feedback and recruitment data to suppor

📌 Recruitment Marketing Executive (Southern Downs Regional)
🏢 Partou Childcare
📍 Southern Downs Regional