Senior Talent Acquisition Specialist

About the role:

We’re looking for a Senior Talent Acquisition Specialist to personally lead our most senior, complex, and business-critical searches while helping the wider Talent Acquisition team deliver at a higher standard.

Your remit will span our Commercial, Operations, and Support functions. You’ll own a focused portfolio of priority searches, act as a trusted adviser to senior leaders, and provide practical guidance to colleagues navigating challenging hiring requirements.

This is a hands-on player-coach role. Alongside delivering your own hires, you’ll help colleagues strengthen their search strategies, assessment judgment, and stakeholder management. You’ll lead through expertise, coaching, and influence, with success reflected in both the hires you deliver and the capability you build across the team.

What you’ll be doing:

Lead senior and business-critical hiring:

• Own end-to-end recruitment for senior leadership, specialist, and business-critical positions, including sensitive or confidential searches where required.
• Translate business priorities into clear hiring briefs, advising leaders on role scope, candidate profiles, seniority, location, compensation, and assessment.
• Build and execute targeted search strategies, using talent mapping, direct sourcing, and personalized engagement to reach senior and hard-to-find candidates.
• Lead kick-offs, calibration sessions, and hiring discussions that clarify expectations, challenge assumptions, and support timely, evidence-based decisions.
• Apply sound judgment when assessing leadership capability, relevant experience, and transferable backgrounds, particularly where requirements are evolving.
• Manage complex offers, counter-offers, and sensitive candidate conversations, maintaining trust and momentum throughout the process.

Coach colleagues and strengthen team delivery:

• Provide regular, practical coaching through search reviews, candidate calibration, and feedback on sourcing, assessment, and stakeholder conversations.
• Help colleagues diagnose stalled searches, refine their approach, and resolve difficult hiring challenges, building their confidence and independence.
• Support priority searches beyond your own portfolio, stepping in where your expertise can help unblock progress or improve outcomes.
• Partner with the Global Talent Acquisition Lead to prioritize critical hiring, identify capacity constraints, and recommend where additional support or a change in approach is needed.
• Share effective practices and turn successful approaches into tools, guidance, and ways of working that the wider team can use.

Improve recruitment performance:

• Use recruitment data, market insight, and candidate feedback to identify risks, explain trade-offs, and recommend action across priority searches.
• Maintain accurate records and clear reporting in Greenhouse, giving stakeholders visibility of progress, blockers, and next steps.
• Strengthen structured, inclusive assessment practices and ensure a thoughtful candidate experience, including for senior candidates navigating confidential moves.
• Lead practical improvements to sourcing, assessment, workflows, and automation, demonstrating their impact on hiring quality, conversion, speed, and candidate experience.

What you’ll bring:

• A strong track record of personally delivering senior, complex, and business-critical hires across commercial and business functions, ideally within iGaming and/or FinTech.
• Experience leading targeted searches for leadership and director-level appointments, from initial scoping and market mapping through to offer acceptance.
• Demonstrated ability to operate as a player-coach: delivering your own recruitment portfolio while improving the judgment, capability, and effectiveness of colleagues.
• Credibility with senior stakeholders, including evidence of constructively challenging requirements, influencing hiring decisions, and navigating competing priorities.
• Strong hands-on capability in direct sourcing, candidate assessment, offer negotiation, and closing.
• Commercial understanding and the ability to connect hiring decisions to business priorities, quickly building knowledge of unfamiliar functions or talent markets.
• Sound judgment and discretion when handling ambiguous requirements, sensitive appointments, and complex candidate conversations.
• The ability to translate recruitment data and market evidence into clear recommendations and practical interventions.
• Significant hands-on experience using Greenhouse for workflow management, data quality, reporting, and stakeholder visibility.
• Experience with Greenhouse integrations, automation, or other recruitment technology would be an advantage.
• High autonomy, accountability, and a consistent commitment to inclusive, evidence-based, and candidate-centered hiring.