Recruitment Consultant

The Recruitment Consultant is responsible for managing the end-to-end recruitment process for assigned clients and vacancies, from understanding hiring requirements and sourcing suitable candidates through to interview management, offer negotiation, placement, and post-placement follow-up.

As part of a recruitment agency environment, the role also involves developing and maintaining strong client and candidate relationships, identifying new business opportunities, building talent pipelines, and contributing towards individual and team revenue targets.

The successful candidate should be commercially driven, proactive, comfortable engaging with clients and candidates, and able to independently manage multiple recruitment assignments.

Key Responsibilities

1. Client Management & Business Development

• Develop and maintain strong relationships with existing and prospective clients.
• Understand clients' businesses, organisational structures, hiring challenges, and talent requirements.
• Conduct job intake discussions with hiring managers to understand role requirements, expectations, reporting structures, salary ranges, and candidate profiles.
• Advise clients on talent availability, market conditions, salary benchmarks, and recruitment strategies.
• Identify new hiring opportunities within existing client accounts and develop new client relationships.
• Conduct business development activities including prospecting, networking, referrals, market mapping, and client outreach.
• Prepare recruitment proposals, service agreements, and commercial terms where required.
• Build long-term partnerships with clients rather than managing recruitment assignments on a purely transactional basis.

2. End-to-End Recruitment Management

• Take ownership of recruitment assignments from job briefing through successful placement.
• Develop an appropriate sourcing and recruitment strategy for each assignment.
• Manage multiple vacancies and recruitment projects simultaneously.
• Maintain regular communication with clients regarding search progress, candidate availability, market feedback, and recruitment challenges.
• Proactively manage recruitment timelines and follow up with relevant stakeholders to ensure assignments progress effectively.
• Maintain accurate records of vacancies, candidates, interviews, offers, and placements within the recruitment system or ATS.

3. Candidate Sourcing & Talent Mapping

• Identify and engage suitable candidates through multiple sourcing channels including:
• LinkedIn and professional networking platforms
• Job portals
• Internal candidate databases
• Referrals
• Direct sourcing/headhunting
• Industry networking
• Market mapping and competitor research
• Conduct talent mapping for specialised, senior, or difficult-to-fill positions.
• Build and maintain candidate pipelines within assigned industries, functions, or specialisations.
• Develop a strong understanding of the talent landscape within assigned markets.
• Proactively build relationships with potential candidates even when there is no immediate vacancy.

4. Candidate Assessment & Management

• Conduct structured candidate screening and interviews to assess:
• Relevant experience and technical capabilities
• Career progression
• Key achievements
• Motivation for changing roles
• Salary expectations
• Notice period and availability
• Cultural and organisational fit
• Evaluate candidate suitability against client requirements and provide recommendations to clients.
• Prepare professional candidate profiles and summaries highlighting relevant experience, strengths, motivations, and potential areas for consideration.
• Brief candidates thoroughly on the company, opportunity, role expectations, hiring manager, and interview process.
• Maintain regular engagement with candidates throughout the recruitment process.
• Manage candidate expectations and competing opportunities to minimise offer declines and candidate drop-offs.

5. Interview & Offer Management

• Coordinate and manage interviews between candidates and clients.
• Conduct pre-interview preparation with candidates to ensure they understand the opportunity and expectations.
• Obtain detailed feedback from both clients and candidates following interviews.
• Manage subsequent interview stages and address concerns raised by either party.
• Facilitate salary discussions and offer negotiations between clients and candidates.
• Assess candidate commitment and potential counter-offer risks before finalising offers.
• Support candidates through resignation, notice period, and onboarding preparation.
• Maintain engagement with placed candidates until commencement and during the initial employment period where appropriate.

6. Market Intelligence & Advisory

• Develop strong knowledge of assigned industries, functions, and talent markets.
• Monitor:
• Hiring trends
• Salary movements
• Candidate availability
• Competitor hiring activities
• Emerging skills and roles
• Industry developments
• Provide clients with relevant market insights and realistic recommendations regarding their hiring requirements.
• Share market intelligence internally to strengthen the team's recruitment capabilities and business development efforts.

7. Revenue & Performance Management

• Work towards agreed individual and team recruitment targets.
• Manage recruitment activities with a strong focus on placement conversion and revenue generation.
• Maintain an active pipeline of vacancies, candidates, interviews, offers, and potential placements.
• Monitor personal recruitment metrics including:
• Client meetings
• New job assignments
• Candidate submissions
• Interviews
• Offers
• Placements
• Revenue
• Take ownership of desk performance and proactively identify actions required to improve recruitment outcomes.

8. Candidate & Client Relationship Management

• Deliver a professional and responsive experience to both clients and candidates.
• Build long-term relationships that generate repeat business, candidate referrals, and client referrals.
• Maintain regular contact with key candidates and clients within assigned markets.
• Handle sensitive or confidential information professionally.
• Represent the agency professionally in all external interactions.

Requirements

• Diploma or Bachelor's Degree in Human Resources, Business, Psychology, Marketing, Communications, or related discipline.
• Previous experience in recruitment, executive search, talent acquisition, sales, business development, or a client-facing environment is preferred.
• Experience within a recruitment agency environment will be an advantage.
• Strong communication, interpersonal, and stakeholder management skills.
• Comfortable conducting candidate interviews and engaging with senior professionals.
• Strong research, sourcing, and networking capabilities.
• Commercially minded with an interest in sales, negotiation, and business development.
• Able to manage multiple assignments and priorities independently.
• Persistent, proactive, and comfortable working within a target-driven environment.
• Good written communication skills with the ability to prepare professional candidate profiles and client communications.
• Familiarity with LinkedIn Recruiter, job portals, ATS platforms, CRM systems, and recruitment technology would be advantageous.