Employer Engagement and Account Development (30%)

• Work alongside Utiva's recruitment firm partner to engage and onboard London SMEs as hiring clients.
• Own employer relationships once introduced — conduct needs assessments, define role specifications, and build hiring confidence with sceptical SME hiring managers.
• Translate employer needs into structured role profiles mapped to Utiva's AI matching engine, covering technical skills, soft skills, hours, compensation, and growth potential.
• Present pre-assessed, matched candidates to employers with clear candidate summaries, assessment data, and readiness recommendations.
• Manage the full hiring process: shortlisting, employer presentations, interview coordination, offer negotiation, and start-date confirmation.
• Develop each employer relationship into a repeat hiring account — the goal is not one placement per SME, but 2–4 placements per year becoming a commercial relationship.
• Attend employer site visits, hiring manager meetings, and industry networking events to build Utiva's employer brand in London.

Placement Delivery and Retention (25%)

• Own the placement target: deliver sustained placements at a pace of 5–8 per month once the pipeline matures (Month 3 onwards).
• Ensure every placement is set up for success — coordinating onboarding support, mentoring, and check-in schedules before the candidate's first day.
• Conduct structured retention check-ins at 30, 60, and 90 days with both the candidate and the employer. Identify and resolve issues before they become dropouts.
• Track and report on placement quality metrics: time-to-fill, retention rate, employer satisfaction, candidate satisfaction, and revenue per placement.
• Support the women-in-AI mentoring track by connecting placed female candidates with industry mentors and peer support groups.
• Escalate at-risk placements immediately — don't wait for the next check-in. A lost placement is lost revenue.

Market Intelligence and Reporting (10%)

• Provide weekly pipeline, placement, and revenue reports to the Head of Operations and CEO.
• Share market intelligence on London AI hiring trends, salary benchmarks, competitor activity, and employer sentiment.
• Contribute insights to product development — what features do employers and candidates need from UtivaHire and UtivaLearn?
• Document employer feedback, candidate journeys, and placement outcomes for case studies and marketing materials.

Benefits

Monthly Placement Velocity (once pipeline matures): Industry standard for a supported tech recruiter is 4–6 placements per month. We expect 5–8 per month from Month 3 onwards, given the pre-built pipeline and employer partner support.

First 90 Days:

• 150 candidates sourced, screened, and in active pipeline
• 20+ employer relationships active (with recruitment firm partner)
• First 5–10 placements confirmed
• Pipeline gender balance at 40%+ women

By Month 6:

• 35+ placements delivered and sustained
• 30+ employers engaged
• 90%+ 30-day retention rate
• 3+ repeat hiring conversations with existing employer accounts

By Month 9:

• 50+ sustained placements (minimum 25 hours/week, 6-month track)
• 20+ women placed (40%+)
• Employer satisfaction score of 4.0/5 or above
• 5+ employers converted to commercial hiring accounts

Compensation

This role is structured to reward placement delivery. The base retainer provides stability. The commission and bonus structure ensures your earnings scale directly with your impact.