unity-advisory - Talent Acquisition Manager
Requirements
• 5–8 years of talent acquisition experience, either in-house within professional services (Big Four, mid-tier, or boutique advisory) or as a specialist agency recruiter placing into finance/professional services • Deep knowledge of at least one of: Deals and Financial Due Diligence (FDD), Office of the CFO / Finance Transformation, or Tax • Proven track record of sourcing and securing strong hires at Manager to Director level in high-calibre environments • Comfortable engaging Partner and Director-level candidates directly • Experience improving hiring processes in a scaling environment • Consultative and intelligent in your approach to hiring — you think about fit, not just profile • Strong relationship builder across candidates, hiring managers, and senior Partners • Clear and direct communicator, written and verbal • Commercially aware: you understand why hiring decisions matter to a PE-backed business • Comfortable with data — used to improve, not just report • Genuinely collaborative — comfortable sharing workload and building something jointly • High ownership: you see a gap and close it, without being asked twice • Low ego: you share credit freely and focus on what is right for the firm • Honest and direct: candid feedback to candidates and hiring managers alike • Curious about talent practice — not just filling roles, but building something • What Unity Offers • A close, collaborative TA team — shared ownership of both staff and senior hiring from day one • Direct access to the CEO, Chair, and Partners • Genuine scope to shape how talent acquisition works at a scaling PE-backed firm • A culture that is high-standards without being political, and ambitious without being transactional
Responsibilities
• Build and manage the pipeline • Design and run proactive sourcing strategies across LinkedIn, networking, and direct outreach • Develop structured talent maps for priority roles and maintain warm pipelines of high-calibre candidates • Use data and tooling — including AI-enabled sourcing tools — to enrich candidate intelligence and reduce time-to-shortlist • Actively support Partner and Director searches: owning sourcing, candidate engagement, and process coordination • Run an excellent process • Manage end-to-end recruitment from Senior Associate to Director level, ensuring a consistent, high-quality candidate experience • Brief hiring managers and Partners effectively — hold timelines, feedback loops, and decisions with discipline • Continuously improve role briefs, interview frameworks, and assessment approaches • Improve the infrastructure • Manage and optimise the ATS and supporting hiring infrastructure as the firm scales • Track meaningful hiring metrics: time to hire, pipeline conversion, source quality, offer acceptance • Develop playbooks and templates that make the process more repeatable and scalable • Strengthen the employer brand • Represent Unity credibly in the market at every candidate touchpoint • Support employer brand initiatives including content, events, and referral programmes • Act as an ambassador for Unity's culture and Ownership Model
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