Talent Acquisition Manager

Ready to own talent acquisition end-to-end at a healthtech business that's genuinely scaling, and have real influence over how we grow? At Pharmacierge, we're transforming how clinicians prescribe and how patients receive their treatment. We work with over 4,500 practitioners across the UK and we're moving fast. The thing slowing us down isn't strategy or product, it's getting the right people in seat. That's where you come in. This isn't reactive recruitment. It's a chance to build a real talent function: shape sourcing, partner directly with leadership, and own the hiring outcomes that determine how fast we grow. Why this role matters We need someone with the experience and instinct to take hiring to the next level: not just fill seats, but build the pipelines, relationships and standards that make Pharmacierge a place strong candidates actively want to join. You'll be the trusted advisor to hiring managers across the business, the architect of how we attract talent, and the person who makes sure every hire genuinely raises the bar. You'll set the strategy and run the day-to-day yourself, with a recruitment coordinator supporting on the admin. Why this is a standout opportunity Genuine ownership - you design how we hire, you don't inherit a rigid playbook. Real autonomy - we want your judgement, Cross-functional reach - clinical, dispensary, tech, operations and practice support. CV-defining impact - be the person who scaled Pharmacierge through its growth phase. Healthcare with purpose - help build the team behind technology making private prescribing radically better for clinicians and patients. Direct access to leadership - close working with the people making the decisions. Your mission Find, attract and hire the people who will define the next phase of Pharmacierge. Beyond filling vacancies, you'll build the pipelines, processes and hiring manager relationships that mean we're not starting from zero with every role. Some of our hiring foundation already exists and needs to work much harder as we scale. Other parts you'll build from scratch. You'll be comfortable doing both, and know which is which. What you'll be doing Own end-to-end recruitment across all functions, from first conversation to offer acceptance. Run proactive sourcing campaigns to find candidates before they apply. Conduct first-stage interviews and present quality shortlists to hiring managers. Partner with hiring managers on intake briefs and coach less experienced interviewers. Manage candidates through the process with communication that builds our reputation. Build and maintain talent pipelines for our most repeated roles. Own Workable, hiring data and reporting: time-to-hire, source of hire, conversion rates. Own the practical side of getting new hires through the door: right-to-work checks, offer paperwork and a smooth handover into onboarding. A recruitment coordinator supports you on the admin, but you own that it runs properly. What we're looking for Proven, dedicated in-house recruitment experience. This is the core of the role, not something you've done alongside a broader HR job. We'll consider a strong agency-to-in-house move, but you'll need to show you understand owning hiring inside a business, not filling a brief and moving on. A proactive mindset - you build pipelines from scratch, you don't wait for a vacancy. Comfortable interviewing across very different roles, assessing for capability and fit. Experience building interview and assessment processes from scratch across different roles, functions and seniorities Confident pushing back on hiring managers when the brief needs work. Organised enough to run multiple roles Experience with applicant tracking systems (Workable a plus). Healthcare or regulated-industry experience helpful, but not essential. What you'll get £60,000 base plus OTE Hybrid working from our central London office Private healthcare cover Company-wide bonus Share options (after 1 year) 20 days holiday plus bank holidays, increasing with tenure Who this role suits Someone who wants to move beyond reactive recruitment into a role where they design the function, own the outcomes, and walk away with the kind of CV story that opens doors. This is a build-it-and-run-it role, not a purely strategic one. You'll design the function and also do the hands-on work that makes it run, from sourcing to right-to-work checks. If you want to architect from a distance, this isn't it.