Talent Manager

Central London · Hybrid (Monday–Thursday in the office, Friday from home)
Reports to the Chief Strategy & People Officer

About &Dine

At &Dine, we're building a community of foodies and the UK's most exciting independent Makers, bringing brilliant food into the workplaces that care about how their teams eat, connect and celebrate.

The role

You'll work directly alongside our Chief Strategy & People Officer, to ensure we are bringing the best talent to team &Dine and that we’re creating an environment that people want to join and never want to leave. This is a building and execution role, as you review people processes and ways of working and deliver on new ways of working.

You'll gain great satisfaction from ensuring our people function is a fully functional department and operation, so you’ll get lots of responsibility and ownership.

Key responsibilities

• Own hiring from start to finish - manage every stage of the recruitment process, from scoping the role with hiring managers and writing the job description through to sourcing, screening, interviewing, offer and onboarding, so every new hire joins &Dine with a smooth, positive experience.
• Build and improve our hiring and onboarding processes - design clear, consistent and fair interview stages, scorecards and assessment tasks that help hiring managers make confident decisions quickly, and keep refining them as &Dine grows. When hires land, ensure they seamlessly transition into &Dine life, providing the best first impression.
• Attract brilliant people to &Dine - shape how we show up as an employer, from job adverts and LinkedIn presence to referral schemes and candidate communication, so the right people want to join and understand what makes &Dine a great place to work.
• Keep great people at &Dine - partner with leaders on retention through strong onboarding, regular check-ins, career development conversations and feedback loops, spotting early signs of disengagement and acting on them.
• Use data to guide hiring decisions - track time-to-hire, pipeline health, offer acceptance and retention rates, and use those insights to plan hiring ahead of growth and flag where the process needs to change.