Talent Acquisition & Onboarding Manager

£28,000 \- £35,000 FTE \+ performance bonus
Full\-time or part\-time considered

Parallel is growing quickly, and we’re looking for someone to take ownership of recruitment and onboarding across the business.

This is not a role for someone who wants to post a job advert, wait for CVs and pass them to a hiring manager.

We want someone proactive, commercial and organised who can identify the people we want, approach them directly, sell the opportunity properly, qualify them and keep the recruitment process moving.

You’ll work closely with the Founder and management team, but the aim is for recruitment to increasingly become your function to own.

What you’ll be responsible for

Recruitment

You’ll manage recruitment from initial search through to start date, including:

• Writing and managing job adverts


• Proactively sourcing and headhunting candidates


• LinkedIn outreach and direct approaches


• Calling passive candidates


• Screening and first\-stage interviews


• Assessing experience, attitude, suitability and salary expectations


• Coordinating later\-stage interviews with hiring managers


• Managing offers and candidate communication


• Keeping strong candidates engaged through notice periods


• Building pipelines for roles we recruit regularly


• Mapping competitors and identifying specific people worth approaching


• Improving the recruitment process as we grow

Most of our recruitment is for commercial roles, particularly:

• Sales Development Representatives


• Business Development / New Business

As we continue to grow, you’ll also support recruitment for management, operational and other specialist roles across the business.

A major part of this role will be actively finding strong candidates, rather than relying purely on inbound applications.

Onboarding

Your responsibility won’t stop once someone accepts an offer.

You’ll also own the initial onboarding journey, including:

• Making sure everything is ready before a new starter joins


• Running the initial company induction


• Coordinating system, equipment and access setup


• Making sure the relevant manager is prepared for their start


• Week 1 check\-in


• 30\-day check\-in


• 90\-day check\-in


• Gathering feedback from the employee and their manager


• Identifying early retention or performance risks


• Using that feedback to improve future hiring

The hiring manager will remain responsible for role\-specific training and performance, but you’ll make sure the overall candidate\-to\-employee journey is organised and consistent.

What success looks like

We care much more about quality of hire than simply filling seats.

You’ll be measured on things such as:

• Quality candidates reaching interview


• Time to hire


• Interview attendance


• Offer acceptance


• Successful starters


• 30\-day retention


• 90\-day retention


• Hiring manager feedback


• Strength of future candidate pipelines

Three excellent hires are more valuable to us than ten average ones.

What we’re looking for

Ideally, you’ll have experience in internal recruitment, agency recruitment or talent acquisition.

You should be:

• Confident speaking to candidates on the phone


• Comfortable headhunting passive candidates


• Commercial and able to sell an opportunity properly


• Highly organised


• Persistent


• Good at judging people


• Comfortable taking ownership rather than waiting for instructions


• Able to move quickly without sacrificing quality


• Confident challenging a hiring manager when needed


• Interested in improving systems and processes as the company grows

Experience recruiting salespeople is a strong advantage.

Experience recruiting SDRs, BDRs, telesales or other commercial roles would be particularly useful.

If most of your recruitment experience has been posting adverts and processing inbound applications, this probably won’t be the right role.

About Parallel

Parallel Partnerships is a fast\-growing outsourced B2B sales and appointment\-setting business based in Leeds.

We provide businesses with dedicated sales development teams that generate qualified opportunities through outbound prospecting.

Since launching in 2023, we’ve grown quickly and now work with a broad portfolio of clients across multiple sectors.

We operate entirely from our Leeds office and are continuing to invest heavily in our people, technology and management structure as we scale.

Recruitment is a major part of that growth, so this role will have a genuine impact on the business.

Why join?

This isn’t a role where you’ll sit inside a large HR team and own one small part of the process.

You’ll have real responsibility for how we attract, assess and onboard people across Parallel.

You’ll work directly with senior management, have the freedom to improve the recruitment process and have the opportunity to build the talent function as the company continues to grow.

Pay: £28,000\.00\-£40,000\.00 per year

Benefits:

• Additional leave


• Casual dress


• Company events


• On\-site parking


• Referral programme

Application question(s):

• Tell us about a difficult role you personally filled through proactive headhunting rather than inbound applications. Who were you targeting, how did you approach them, and what was the result?


• What types of roles have you recruited for most often, and roughly how many hires have you personally made in the last 12 months?


• 1\. This role involves owning recruitment from sourcing through to onboarding and 30/90\-day check\-ins. Which parts of that process have you personally owned before, and which parts would be newer to you?

Experience:

• End\-to\-end recruitment: 1 year (preferred)

Location:

• Leeds LS4 2QD (preferred)

Work Location: In person

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