About the role

The Talent Director is responsible for the overall health, quality, and pace of our talent ecosystem. This is a senior leadership role focused on ensuring we consistently have the right people, in the right places, at the right time - without compromising delivery quality or culture as the business scales.

This role sits above and alongside specialist talent leaders, each owning a distinct pillar of the talent system. Rather than running a personal recruitment stream, the Talent Director designs, leads, and continuously improves the operating model that allows quality, pace, and resilience to exist at scale.

This is not a traditional consultancy-style Talent Acquisition role. It is a leadership role for someone who understands recruitment deeply, but is motivated by building sustainable systems, coaching strong leaders, and aligning talent decisions with delivery and commercial outcomes.

Key responsibilities

Own the overall talent operating model across our consulting eco-system and permanent hiring, ensuring it supports quality delivery, pace, and long-term resilience.

• Lead and develop the talent hub with clear, distinct remits, including:

-Consulting quality and capability development
-Consultant resourcing, flow, and workforce deployment
-Internal hiring and permanent talent pipelines
-Ensure clear ownership, strong collaboration, and shared accountability across these areas.

• Act as the senior point of alignment between Talent, Delivery, and Commercial leadership, ensuring workforce decisions directly support account needs, client outcomes, and growth plans.

• Set expectations and standards for quality, pace, and consistency across the talent function, using clear metrics and evidence to assess performance and risk.

• Oversee consultant strategy at a system level, ensuring consultants are engaged intentionally, deployed thoughtfully, and aligned to account and sector needs Support workforce planning for bids, new accounts, and scaling opportunities, ensuring talent considerations are embedded early rather than treated as a downstream problem.

• Create clarity around sector, account and desk-based hiring needs, enabling more focused, credible, and effective searches for senior and specialist roles.

• Build a talent model that reduces fragility and single points of failure by developing internal capability, cross-skilling where appropriate, and strengthening succession and cover.

• Coach and support talent team to continuously improve judgement, prioritisation, and decision-making, rather than relying on heroics or volume activity.

• Define, track, and communicate meaningful talent metrics that give leadership confidence in workforce health, quality, and readiness.

Who you are and how you’ll make an impact

You are a senior talent leader with a strong grounding in recruitment who has evolved beyond running an individual recruitment stream. You understand contracts, delivery environments, and customer-facing relationships, but your real strength lies in building clarity, trust, and systems that work.

You are comfortable operating at senior level, influencing delivery and commercial leaders, and holding others to account - without needing to be the loudest voice in the room.

You care deeply about quality and pace, and you take pride in creating environments where strong people can do their best work consistently.

Background and experience

• Experience in recruitment-led environments such as RPO, talent pool, or consultancy models, where contracts, delivery outcomes, and client relationships matter.

• Strong understanding of how talent decisions impact delivery quality, commercial outcomes, and organisational resilience.

• Experience leading and developing senior talent or recruitment leaders, rather than only individual contributors.

• Comfortable working closely with delivery and commercial stakeholders in a customer-facing context.

• Experience designing or operating talent models that balance speed, quality, and sustainability.

How you’ll make an impact

You bring structure and confidence to how talent is owned and governed.

You enable the talent hub to thrive in clearly defined roles, without overlap or confusion.

You improve delivery confidence by ensuring workforce decisions are intentional and evidence-led.

You reduce dependency on individuals and last-minute interventions as the business grows.

You help the organisation scale in a way that feels calm, deliberate, and high quality - even under pressure.

Learn more about our Culture and Values