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.

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.