TA Specialist Resourcer

TA Specialist / Resourcer 

About S&S

Sullivan & Stanley is not a traditional consulting firm. We are intentionally building something different.

We are a company of relationship builders, consultants and entrepreneurs who believe that how work gets done matters just as much as what gets delivered. We exist to challenge ineffective change and outdated consulting models, replacing them with approaches that are human, pragmatic and built for the realities of modern organisations.

Culture at S&S is something we take seriously. Not as a certification, but as a daily practice. We are committed to creating an environment where people are trusted, supported and encouraged to bring their full selves to work, balancing high standards with humanity, care and accountability.

We are deeply mission driven. We want to change business for good, so that the next generation, including our founder Pat Lynes' sons, Sullivan and Stanley, who the company is named after, inherit organisations that are healthier, fairer and better equipped for the future.

As we grow, we are pioneering a Service-as-a-Software approach to consulting, blending community, capability, technology and delivery at scale. This is an opportunity to join a firm in its next phase of growth and help shape what consulting becomes next, not just participate in what it has been.

Our Values

• Stand Connected


• Stronger Together


• Say It Straight


• See It Through


• Stay Sharp

About you and the role

You are a proactive, detail-driven sourcer with a strong sense of curiosity about people, and the patience and rigour to build a genuinely strong shortlist rather than a quick one.

Reporting directly to the People Lead, the TA Specialist / Resourcer plays a critical role within our People function, sourcing and engaging candidates for roles here at S&S as the business scales. Your main focus is building our own internal talent, the people who join S&S directly, though from time to time you’ll also support resourcing for client delivery roles as business needs require.

You enjoy working closely with Talent Acquisition Business Partners and hiring managers to understand what ‘good’ looks like for each role, and you take real ownership of the early stages of the hiring journey, researching where the right people are, engaging them directly, and screening rigorously against our A-Player standard.

Accountabilities

Candidate Sourcing & Pipeline Management

• Proactively source and identify candidates against live S&S vacancies, using LinkedIn Recruiter, Boolean search, job boards and other direct sourcing methods.


• Build and maintain a healthy, well-qualified pipeline of candidates for current and anticipated hiring needs across the business.


• Keep pace with multiple live vacancies at once, prioritising effectively as hiring needs shift.


• Primary focus is internal S&S hiring, but flex to support client delivery resourcing from time to time as business needs require.

Screening & Shortlisting

• Conduct initial screening calls to assess candidates’ skills, experience, motivation and fit against the role and our A-Player standard.


• Provide hiring managers with clear, well-evidenced shortlists, including honest context on each candidate’s strengths and risk areas.

Stakeholder Partnership

• Partner closely with Talent Acquisition Business Partners and hiring managers to understand role requirements and shape an effective sourcing approach for each vacancy.


• Act as a trusted point of contact for hiring managers on pipeline progress and sourcing strategy.

Candidate Experience

• Ensure every candidate has a positive, timely and well-communicated experience, from first contact through to handover for interview.


• Represent S&S’s values and culture authentically in every candidate interaction.

ATS & Data Management

• Keep our applicant tracking system accurate and up to date, tracking candidate progress, sourcing channels and pipeline metrics.


• Produce regular sourcing and pipeline reporting for the TA team, highlighting progress, risks and trends.

Market Insight

• Stay close to market trends, talent availability and salary benchmarks relevant to S&S’s hiring needs.


• Share market insight with the wider TA team and hiring managers to inform hiring decisions.

Success Measures & KPIs

Priority Area

KPI

Measure

Pipeline Quality

Shortlist

Strength

Hiring managers consistently receive a strong, well-qualified shortlist for every live vacancy.

Speed to Shortlist

Time to First Shortlist

Candidates are sourced, screened and presented within agreed timescales for each requisition.

Candidate Experience

Candidate Feedback

Candidates report a positive, well-communicated experience throughout the sourcing process.

Data Quality

ATS Accuracy

Candidate records and pipeline data are complete, current and accurately maintained.

Stakeholder Partnership

Hiring Manager Satisfaction

Hiring managers report strong collaboration and confidence in the sourcing process.

Skills & Qualifications

• Experience: Proven experience in a resourcing, sourcing or recruitment coordination role, in-house or agency.


• Sourcing: Confident using LinkedIn Recruiter, Boolean search and other direct sourcing tools and techniques.


• Screening: Comfortable conducting structured screening calls and giving hiring managers honest, evidenced feedback on candidates.


• Communication: Strong communication skills and a genuine curiosity about people — you know how to get someone talking about what really motivates them.


• Systems: Confident maintaining an ATS accurately, with a good eye for data hygiene and pipeline reporting.


• Ways of Working: Highly organised, with the ability to manage multiple live vacancies and shifting priorities at once.


• Culture Fit: A collaborative, values-led approach that fits naturally with how we work at S&S.

Additional information

S&S value difference, we are working to be our best diverse selves and are committed to providing an inclusive, safe and amicable environment for all people, regardless of gender identity, sexual orientation, ability, age, ethnicity, socioeconomic status, and religion (or lack thereof).

We are an equal opportunity employer and our recruitment process is based on capability and experience.

S&S also values giving forward which is why Business for Good is one of our 5 strategic pillars. We believe that to be good you need to do good, and all it takes is a company with an idea and passion to make something good happen. Our objectives for Business for Good are:

• Good for our people: create an exemplary and equitable working environment in which to learn and develop


• Good for our community: Create a positive impact for the charities we support and provide our associate network with purposeful work


• Good for our clients: Deliver meaningful and sustainable change