Who are we?

Maison Estelle is a private members’ club set in a Grade I-listed Georgian townhouse on Grafton Street, Mayfair. A ‘hosted home’, bringing people together that have plenty to say and nothing to prove. A new school club (no rules), with old school values of personalized service and discretion.

Maison and Celeste's Talent Acquisition Partner finds, engages, and secures the people who bring our member experience to life. You'll partner directly with hiring managers across the business, from Heads of Department and Executive Directors, to run end-to-end recruitment, from proactive sourcing and headhunting through to offer and onboarding, while building talent pipelines ahead of need, so we're rarely starting a search from a standing start.

You'll be a custodian of candidate experience and employer brand at every touchpoint, representing Estelle's culture and standards of discretion and service; there is as much emphasis here in how you present as much as what you deliver, from a candidate's very first interaction with us.

As a Talent Attraction Partner you’ll:

• Build strong relationships with hiring managers, People & Culture, L&D, Heads of Department and Executives, acting as a trusted advisor on talent attraction and recruitment.
• Partner with stakeholders to understand immediate and future hiring needs, providing guidance on sourcing, selection, offers, pre-boarding, and candidate experience.
• Proactively source and headhunt candidates, building talent pipelines through networks, previous candidates, employees, industry contacts, agencies, and specialist forums.
• Own end-to-end recruitment for assigned roles, from briefing, requisition, and advertising through to sourcing, screening, interview coordination, offer, and pre-boarding.
• Deliver a consistent, high-quality candidate and hiring manager experience, ensuring timely communication, accurate administration, and compliance with right-to-work and immigration requirements.
• Maintain accurate ATS/HRIS data and contribute to recruitment KPIs and OKRs, using insight to identify trends, inform decisions, and improve performance.
• Identify and implement improvements to recruitment processes, systems, and ways of working, while maintaining current knowledge of relevant employment, IR35, and EDI legislation.
• Take accountability for workload, stakeholders, and candidates, effectively prioritizing competing demands, collaborating across the business, and escalating issues appropriately.