Talent Acquisition Partner - Nutrition Geeks

Job description

Talent Acquisition Partner - Nutrition Geeks Rewarding base + performance based bonus Luton - full time in office Nutrition Geeks, one of the UK's fastest growing health & wellness brands is on the hunt for a Talent Acquisition Partner to join our lean, fast-paced team. Company Overview: The Mission: Make high quality nutrition & supplements accessible & affordable to everyone. Founded in 2020, Nutrition Geeks is one of the fastest-growing CPG brands in the UK, tracking to do multi nine figures (£) UK only revenue in 2026. We’re now gearing up for our next level of growth as we build a team of A+ players to help cement Nutrition Geeks as a global leader in the health and supplement space. Check out our products here: . About The Role: This is an opportunity to build and own Talent Acquisition for Nutrition Geeks as the business enters its next stage of growth. You’ll manage the complete recruitment lifecycle, from high-volume operational hiring through to specialist commercial and senior appointments. Working closely with the HR Manager, co-founders and departmental leaders, you’ll create the pipelines, processes and hiring standards needed to bring exceptional people into the business quickly and consistently. You’ll be hands-on with sourcing, screening, interviews and administration, while also advising senior stakeholders, shaping workforce plans, negotiating supplier terms and improving the overall hiring strategy. What You’ll Own End-to-End Recruitment Own recruitment across operational, commercial, specialist and senior roles from initial brief through to accepted offer and start date. Build targeted candidate pipelines through direct headhunting, job boards, referrals, local advertising and talent mapping. Write compelling job adverts, screen applications, lead interviews and coordinate fast, well-structured hiring processes. Keep candidates engaged through clear communication, timely feedback and a consistently strong experience. Negotiate salaries, start dates and offer details to secure the right people for the business. High-Volume & Operational Hiring Partner with operational leaders to understand weekly workforce needs, seasonal peaks and longer-term headcount plans. Build reliable local talent pools across warehouse, logistics, production and other operational functions. Plan and run assessment days, recruitment events and on-site hiring days. Manage activity tightly to protect time-to-hire, attendance, quality and operational service levels. Commercial & Senior Recruitment Translate business objectives into clear role requirements, scorecards and structured interview processes. Directly source hard-to-find talent across eCommerce, Marketing, Finance, Operations and other commercial functions. Use modern assessment approaches, including appropriate AI, psychometric and structured screening tools, to test capability and culture fit. Confidently advise hiring managers and co-founders on market conditions, salary positioning and candidate quality. Agencies, Suppliers & Cost Control Manage approved temporary and permanent recruitment partners where external support is required. Negotiate agency fees, rates, rebate periods and terms to maintain quality while controlling cost per hire. Monitor supplier performance across speed, candidate quality, attendance and retention, addressing issues early. Build a direct-sourcing model that progressively reduces unnecessary agency dependency. Onboarding & Recruitment Operations Own the journey from accepted offer through to induction, ensuring every new starter is set up for success. Prepare offer letters, contracts, starter forms and role-specific documentation accurately and on time. Coordinate references, Right to Work evidence and other pre-employment checks. Maintain accurate candidate, vacancy and employee records with appropriate confidentiality. Coordinate start dates, shifts and induction plans with hiring managers and the wider People team. Strategy, Data & Continuous Improvement Build the systems, processes and ways of working required to run Talent Acquisition effectively as a standalone function. Track vacancy status, pipeline health, time-to-hire, source effectiveness, cost and early retention. Use recruitment data and stakeholder feedback to improve candidate quality, speed and experience. Support workforce planning by connecting hiring priorities, business objectives and associated costs. Benchmark salaries and market conditions, giving practical advice as hiring needs and talent markets evolve. How Success Will Be Measured Speed - strong roles filled within agreed timelines. Quality - healthy shortlist-to-offer and offer-acceptance ratios. Retention - strong performance through probation and the first year. Cost - controlled cost per hire and effective agency-fee management. Experience - candidates and hiring managers receive clear, responsive and high-quality support. What We’re Looking For Proven end-to-end recruitment experience, including high-volume hiring; warehouse, logistics or production exposure would be highly valuable. Confidence managing multiple vacancies at pace without compromising candidate quality or attention to detail. Comfort operating as a standalone Talent Acquisition function and moving between hands-on administration and senior-level strategy. Strong sourcing, screening and interviewing judgement, with an evidence-led approach to fair hiring. Experience running assessment centres, recruitment events or volume-hiring campaigns. Confidence working with an ATS, recruitment trackers, job boards and LinkedIn. Strong stakeholder-management skills, including experience partnering with senior leaders and challenging constructively when required. Commercial awareness across cost per hire, agency models, salary benchmarking and offer negotiation. Working knowledge of Right to Work, pre-employment checks, equal opportunities and recruitment compliance. A proactive, accountable style - you keep things moving, communicate clearly and follow through without being chased. The Person You’ll suit Nutrition Geeks if you enjoy pace, ownership and variety. You can build trust with an operational manager in the morning, headhunt a senior commercial candidate in the afternoon and still make sure every offer letter, reference and tracker update is completed properly. You’ll care about getting the right person rather than simply filling a vacancy. You’ll use data and feedback to improve your approach, remain calm when priorities change and take pride in building a hiring experience that reflects the quality and ambition of the business. Benefits: Rewarding base salary + performance-based highly incentivised bonus (uncapped) Work with a tight-knit high performing team Private Healthcare Company Pension Free Nutrition Geeks supplements Rapid career growth opportunities as we scale globally If this sounds like you, hit apply or email Sam at to find out more! Nutrition Geeks is all about building a diverse, driven team. We welcome all backgrounds and will support you through the recruitment process - let us know if you need adjustments.