This role exists to build deep, actionable intelligence on the external talent market and translate it into a high-quality, ready-to-engage talent pipeline for the business.

Operating as a project-based talent intelligence specialist, the role focuses on mapping competitor organisations, understanding where capability sits in the market, and identifying individuals who could materially strengthen the business now and in the future. It blends research, relationship-building, insight generation, and proactive engagement — moving well beyond traditional recruitment activity.

The role plays a critical part in enabling strategic workforce planning, informed hiring decisions, and long-term talent growth, providing leaders with clarity on who is out there, where they sit, and how we can access them.

Key Responsibilities & Duties

Talent Mapping & Market Intelligence

• Lead the systematic mapping of competitor organisations, producing clear organisation charts that identify key roles, reporting lines, and critical capability areas.

• Build and maintain robust talent maps across priority markets, disciplines, and geographies.

• Develop a deep understanding of competitor structures, growth patterns, and talent movement trends.

Talent Pool Development

• Create and curate a high-quality, pre-qualified talent pool aligned to current and future business needs.

• Identify individuals with strong capability and cultural alignment, even where no immediate vacancy exists.

• Segment talent pools by skillset, seniority, market, and readiness for engagement.

Research & Intelligence Gathering

• Conduct proactive research using tools such as LinkedIn, competitor websites, industry sources, and professional networks.

• Gather insight through structured conversations with new joiners about their previous organisations, roles, and team structures to enrich market intelligence.

• Continuously mine for insight on emerging talent, hard-to-find skillsets, and competitor hiring strategies.

Candidate Engagement & Relationship Management

• Make targeted, high-quality contact with shortlisted passive candidates, positioning opportunities in a compelling and informed way.

• Re-engage and maintain relationships with candidates who previously declined offers, capturing insight and keeping future opportunities warm.

• Build credibility with candidates through knowledgeable, market-aware conversations rather than generic outreach.

Insight, Reporting & Project Delivery

• Translate intelligence into clear, usable outputs for stakeholders (e.g. talent maps, org charts, insight summaries).

• Provide regular insight on talent availability, competitor activity, and market risk/opportunity.

• Own and deliver this work as a defined project role, with clear priorities, milestones, and outcomes.