Overview
Talent Partner / Headhunter – Recruiter Acquisition (UK & Ireland) Jobs in Johannesburg, Gauteng, South Africa at Talent Shore
Title: Talent Partner / Headhunter – Recruiter Acquisition (UK & Ireland)
Company: Talent Shore
Location: Johannesburg, Gauteng, South Africa
Talent Partner / Headhunter – Recruiter Acquisition (UK & Ireland)
Location : Remote , South Africa
We are seeking an experienced headhunter to identify, engage, and convert high-performing agency recruiters who are ready to transition into independent / entrepreneurial models.
This role requires someone who understands the psychology, motivations, and objections of successful recruiters and knows how to move them from “comfortable” to “committed.”
Core Objective
Build a consistent pipeline of experienced recruiters (typically 3–15+ years’ experience) who are open to launching their own desk under an independent platform.
Key Responsibilities
Proactively map and target high-billing recruiters across the UK & Ireland
Headhunt passive talent from established agencies and boutiques
Run consultative outreach (not transactional recruiting)
Qualify candidates based on billing history, mindset, and readiness for independence
Manage the full attraction funnel: outreach → engagement → conversion
Handle objections around risk, stability, and leaving current roles
Collaborate closely on messaging, positioning, and market feedback
What We’re Looking For
Proven track record in headhunting recruiters (agency-to-agency moves or similar)
Strong network within the UK & Ireland recruitment market
Deep understanding of recruiter motivations, commission structures, and pain points
Ability to influence and sell a non-traditional opportunity (not a salaried job)
Highly credible communicator with strong commercial instincts
Comfortable operating in a performance-driven environment
Ideal Profile
Former recruitment consultant or leader who has “walked the walk”
Experience placing senior or high-billing recruiters
Entrepreneurial mindset understands the leap to self-employment
Skilled at engaging passive, skeptical candidates
Success Metrics
Number of qualified recruiter conversations
Conversion rate to active interest
Number of recruiters onboarded
Quality (billing potential, experience level, niche strength)
Engagement Model
Flexible depending on preference:
Retained / project-based
Contingent per successful placement
Hybrid (base + success fee)
Why This Is Different
You are not selling another recruitment job.
You are selling a career shift into independence, which requires a far more strategic, consultative, and persuasive approach.
Confidentiality
Discretion is critical – targets will often be high-performing individuals not actively on the market.