The Senior Talent Acquisition Specialist is a senior recruiting role suited to an experienced recruiter with a strong background in commercial and corporate hiring , alongside some exposure to IT/technical recruitment . This role requires strong stakeholder management, strategic thinking, and excellent communication skills, with responsibility for delivering full life cycle recruitment across a broad range of positions. The role will primarily support commercial, corporate, and business functions such as sales, strategy, consulting, finance, legal, and other professional services roles, while also contributing to selected technical hiring needs. Recruitment activity will span junior to senior manager+ levels and require a proactive, consultative approach aligned to business priorities and workforce plans. A key part of the role is the ability to recruit across multiple countries and markets , with experience supporting hiring activity across Europe and the Middle East . This includes adapting recruitment strategies to local market dynamics, talent availability, hiring expectations, and regional employment considerations. Key Responsibilities Responsibilities include partnering with hiring managers to shape tailored talent acquisition strategies, maintaining a strong EVP across candidate touchpoints and social channels, and working closely with senior stakeholders to support workforce planning and hiring decisions. The role also involves close collaboration with People teams to ensure compliance with employment legislation and internal policies, while contributing to continuous improvement across recruitment processes, tools, and ways of working. Recruitment Life Cycle Create and manage job postings across relevant channels. Identify, source, and engage candidate profiles aligned to role requirements. Build and maintain pipelines of external applicants, referrals, sourced talent, and internal candidates within the ATS. Conduct pre-screening and first-stage interviews to assess suitability against core requirements. Coordinate interviews with hiring managers and interview panels. Obtain offer approvals, present verbal offers, and support compensation discussions and negotiations. Partner with HR and People teams on required documentation for contracts, onboarding, and related processes. Manage recruitment processes across multiple countries, ensuring approaches are aligned to local market needs and hiring practices. Sourcing and Talent Pipelining Proactively source talent for commercial, corporate, and business-critical roles across multiple markets. Build targeted pipelines of high-quality candidates for current and future hiring needs. Refine search strategies and candidate profiles based on market feedback, hiring outcomes, and business priorities. Support selected IT/technical searches where needed, applying strong recruiting fundamentals and stakeholder alignment. Adapt sourcing strategies to different countries across Europe and the Middle East, taking into account market conditions, candidate expectations, and availability of talent. Employer Brand and Candidate Experience Represent and maintain a strong Endava EVP voice across social and professional channels. Ensure a high-quality candidate experience across all communication and selection touchpoints. Act as a brand ambassador in the market, promoting Endava as an employer of choice across diverse geographies and talent markets. Strategy and Advisory Partner with TA leadership to raise awareness of market challenges, hiring risks, and opportunities. Recommend and implement improved hiring approaches informed by market intelligence, KPIs, and business needs. Advise senior stakeholders on effective recruitment strategies for their functions, markets, and geographies. Build strong relationships with business leaders and decision-makers to deliver a trusted business partner experience. Compliance and Operational Excellence Ensure recruitment activity complies with relevant employment laws, regulations, and internal policies. Work closely with HR and People teams to align hiring processes with country-specific requirements where needed. Maintain high standards of process discipline, data quality, and operational excellence. Contribute to process improvement initiatives that enhance efficiency, consistency, and hiring outcomes.
Minimum 5 years of experience in talent acquisition Strong experience recruiting for commercial and corporate functions , such as sales, finance, legal, consulting, strategy, or other business roles Some experience in IT/technical recruitment , with the ability to support technical hiring when required Proven experience managing end-to-end recruitment processes Experience recruiting across more than one country , ideally across Europe and the Middle East Track record of hiring across multiple channels and talent pools Experience tailoring recruitment strategies to local market conditions and business needs Experience partnering wi