Head of Recruitment

SUMMARY:
Head of Recruitment (Engineering/Technical sector)

POSITION INFO:

Our client is a well-established recruitment and HR consultancy with a 30-year track record of excellence, has retained us to source a Head of Recruitment to help grow their permanent recruitment division, focusing on their traditional business of engineering, technical, and related sectors but with the intention of expanding into other verticals. (If you wish to apply in confidence, contact ibc- ).

This is a hands-on role for a commercially driven professional with a proven track record in business development, candidate and client engagement, and recruitment delivery. You will play a key role in driving growth, streamlining operational processes, building and shaping the company strategy and building a high-performing team. The position offers excellent career growth opportunities and the chance to make a meaningful impact.

Requirements

• Bachelor’s degree or relevant tertiary qualification (preferred).

• 7–10 years’ experience in a results-driven external recruitment environment, including 3–5 years in the engineering, technical, or related sectors.

• Strong business development and client relationship skills.

• Proven ability to manage full recruitment lifecycles and pipelines.

Attributes

• Expertise in advanced search and business development techniques.

• Exceptional communication and interpersonal skills.

• Strong organisational and planning skills to manage multiple priorities.

• Collaborative and inspirational leadership style.

Key Responsibilities

1. Business Development & Client Engagement

• Leveraging a vast existing client base for cross-selling opportunities.

• Identifying and managing the acquisition of new clients, with a focus on permanent placements in engineering and technical sectors and expanding into other sectors.

2. Management

• Managing a small team of existing consultants and growing and developing the team.

3. Recruitment Delivery & Pipeline Management

• Manage the full recruitment lifecycle, from client briefing and spec qualification to placement and onboarding.

4. Culture Building & Mentorship

• Contribute to a high-performance, client-centric culture.

• Promote collaboration, continuous improvement and personal development across the team.

5. Strategic Contribution

• Collaborate with leadership to refine and implement strategy.

• Identify future growth opportunities, including potential expansion into new professional sectors and geographical areas.