Haveron James
Senior Executive Talent Acquisition
How your CV stacks up
Upload your CV to see how well it fits this job role
?%
Senior Talent Partner (Commercial Sales) | High-Agency, High-Impact Role | Fintech Scale-Up
We’re partnering with a globally recognised fintech at a pivotal stage of growth, scaling commercial teams across international markets with a laser focus on hiring quality over volume. This is not a transactional recruitment role.
This is for someone who wants to own the entire hiring ecosystem end-to-end, from process architecture through to delivery and continuous optimisation.
The Opportunity
You’ll operate as a true strategic partner to senior commercial stakeholders, owning hiring across multiple business lines and regions.
- Manage 10–12 live roles at any one time with consistent, high-quality pipeline flow
- Own the full lifecycle: role scoping → market mapping → process design → delivery → close
- Build and refine interview frameworks, scorecards, and hiring processes
- Continuously challenge and improve, streamlining workflows, pushing back where needed, and introducing Plan B strategies based on market data
- Ensure every role has calibrated candidates progressing at all times
This is a role for someone comfortable operating with high autonomy, pace, and accountability, where success is measured on both quality and efficiency.
Reasons to use Rodeo
Start with a chat, not a search bar
Grad scheme, placement, apprenticeship? Not sure what you want yet — that's fine. Your agent talks it through with you and turns "I have no idea" into a shortlist.
It searches the market for you
Every day your agent scans the market matching roles against what actually matters to you, not just keywords on a CV.
Only hits
No noise. No "maybe this fits." Just roles with a clear explanation of why they're right — and where to focus when applying.
What Sets This Role Apart
- Genuine ownership: You’re not filling roles, you’re designing how hiring works
- Senior stakeholder exposure: Partner directly with leadership and influence hiring strategy
- High-performance expectations: 3–4 hires per month within a tightly managed, data-driven process
- Strategic recruiting mindset: Build talent pipelines, not just shortlists
Ideal Profile
- Proven experience in commercial or GTM hiring (Sales, Account Management, Revenue roles)
- Comfortable managing high requisition volume without compromising quality
- Strong ability to challenge stakeholders, push back, and influence decisions
- Naturally structured, proactive, and data-led in how you operate
- Thrives in environments where there is ambiguity, ownership, and pace
Compensation & Why It’s Different
- £70k–£80k base salary
- Quarterly bonus up to 40%, rare for in-house roles and heavily performance-driven
- Strong benefits + a business experiencing significant, sustained growth
Why Join?
You’ll be stepping into a company that is:
- Scaling globally across multiple markets
- Financially strong and operating in a resilient, high-growth sector
- Investing heavily in talent as a strategic function, not a support service
Get help with your application
Your very own career expert that helps elevate your application to the next level.
What You Need to Succeed
- Currently operating at Senior Talent Partner level (or equivalent) in-house
- Reporting into Head of / Global Head of TA level leadership, with exposure to senior stakeholders, or feel you can cope with this level of visibility.
- Proven track record managing high-volume, high-quality commercial or GTM hiring
- Experience owning multiple concurrent requisitions (10+), end-to-end
- Strong evidence of process ownership and optimisation, not just delivery
- Ability to influence, push back, and challenge stakeholders credibly
- A highly structured, data-driven way of working with clear prioritisation
- Demonstrated progression and commitment within in-house environments
Non-Negotiables
- Agency-only backgrounds without a successful transition into in-house
- Candidates who have moved in-house but lack tenure, progression, or impact
- Recruiters operating in purely delivery-focused or low-ownership roles
- Profiles lacking exposure to senior stakeholder management or process design
- Candidates not comfortable operating at volume (10–12 roles) with continuous pipeline expectations
“It took my CV and asked me questions relevant to understanding what kind of jobs to suggest for me. Suggestions were almost perfect. Jobs were exactly what I’ve been looking for.”
Jessica, London
Skills
Location