Senior Talent Acquisition Specialist at BT (2025-11 – Present)
In-house TA role delivering full-cycle hiring for technical, operational, and corporate disciplines including niche and senior leadership roles in a large-scale, fast-moving environment.
- Partner with hiring managers at all levels to define what great looks like for each role, challenging assumptions, asking the right questions, and designing structured, skills-based interview processes that reduce bias and improve decision quality.
- Champion diversity and inclusive hiring at every stage: proactive outreach to underrepresented talent, diverse shortlisting, and structured assessment criteria that evaluate skills and potential rather than proxies like prior job titles or institutions.
- Deliver an exceptional candidate experience from first touchpoint to offer, maintaining warm, honest communication throughout, including with unsuccessful applicants, to ensure every candidate leaves with a positive impression of the organisation.
- Source talent resourcefully using advanced boolean search, talent mapping, passive candidate engagement, AI tools, and competitor intelligence, building both active and long-term pipelines across specialist markets.
- Use data and hiring analytics (Power BI, Cognos) to track pipeline health, assess process effectiveness, and identify where improvements can be made, presenting actionable insights to senior leadership.
- Continuously refine hiring processes to make them simpler, faster, and more effective. Proactively flagging bottlenecks and driving process improvements in collaboration with TA colleagues and HR.
Senior Talent Acquisition Specialist (RPO) at ARM, AstraZeneca, Computacenter, Sony & Mitie via Hays (2022-08 – 2025-11)
Embedded in-house TA specialist across leading tech and multinational clients, operating at the pace and with the autonomy of an internal recruiter owning processes end-to-end and acting as a genuine talent partner to the business.
- Recruited for fast-paced, product and engineering-focused tech environments including specialist roles such as Embedded Engineers, DevOps, Cyber Security, SoC Design, Site Reliability, and Machine Learning Engineers — assessing candidates on skills and capability rather than job title or background.
- Worked directly with senior stakeholders to structure and run great hiring processes: leading intake and calibration sessions, challenging thinking on role requirements, and co-designing assessments that accurately reflect the skills needed.
- Built and executed creative, resourceful sourcing strategies targeted boolean search, passive engagement, talent mapping, and network leveraging to find candidates from a range of backgrounds, including those not actively job-seeking.
- Drove diversity and inclusion as a core part of every hiring campaign: diverse shortlisting, structured competency-based assessment, and consistent candidate experience standards across all client accounts.
- Went the extra mile on candidate experience ensuring every applicant, regardless of outcome, left the process feeling respected and genuinely positive about the organisation they applied to.
- Used data to refine and improve sourcing and assessment processes continuously, reducing average time-to-hire by 22% while maintaining quality of hire.
- Adapted approach seamlessly across multiple client environments simultaneously, each with different cultures, stakeholder styles, and hiring needs demonstrating flexibility, empathy, and strong relationship-building skills.
Operations & Finance Officer at Dore Road Motors (2012-06 – 2022-05)
Operations and Finance Officer role focused on client-facing account management and team leadership.
- Developed strong interpersonal and stakeholder management skills through extensive client-facing account management, and demonstrated resilience and adaptability leading a team through significant operational challenges.
