Role purpose
The Recruitment Manager is responsible for building and managing REIVER’s talent pipeline across coaching, operations, commercial, support and leadership roles.
This is not a passive recruitment admin role. REIVER needs someone who can identify high-quality people, sell the opportunity, protect standards, and make sure hiring decisions are structured, consistent and aligned with the business we are building.
The role sits at the centre of REIVER’s growth: finding people who can perform, fit the culture, and raise the standard around them.
Key responsibilities
Talent attraction and sourcing
- Build active talent pipelines for current and future roles across REIVER.
- Source candidates through direct outreach, referrals, networks, industry contacts, LinkedIn, job boards and relevant communities.
- Develop role-specific attraction strategies for hard-to-fill positions.
- Represent REIVER professionally and confidently to potential candidates.
- Promote REIVER as a high-performance, ambitious and credible employer.
- Work with marketing where needed to create compelling recruitment campaigns, careers content and job adverts.
Recruitment process management
- Own the end-to-end recruitment process from vacancy briefing through to offer.
- Create clear hiring plans for each role, including timelines, sourcing channels, interview stages and assessment criteria.
- Write and maintain job descriptions, adverts and screening questions.
- Screen applications and shortlist candidates against agreed criteria.
- Coordinate interviews, candidate communications and feedback.
- Keep hiring managers accountable for timely decisions and structured feedback.
- Maintain a professional and consistent candidate experience.
Assessment and selection
- Design practical, role-relevant selection processes.
- Ensure interviews assess capability, judgement, attitude and cultural fit.
- Support managers to ask better interview questions and avoid vague or subjective hiring decisions.
- Use structured scoring and evidence-based assessment wherever possible.
- Help identify high-potential candidates, not just those with the most obvious experience.
- Challenge hiring decisions where standards are being lowered or bias is creeping in.
Hiring manager partnership
- Work closely with founders, senior leaders and hiring managers to understand team needs.
- Translate business requirements into realistic role profiles and candidate criteria.
- Advise managers on salary positioning, candidate availability and market expectations.
- Push back where role requirements are unclear, unrealistic or inconsistent.
- Support managers to make confident, fair and commercially sensible hiring decisions.
Employer brand and candidate experience
- Help build REIVER’s reputation as a serious, high-performance place to work.
- Ensure candidates understand REIVER’s mission, standards, culture and expectations.
- Create a recruitment experience that feels professional, direct and distinctive.
- Work with marketing and leadership to showcase REIVER’s people, benefits, development opportunities and performance culture.
- Gather candidate feedback and improve the process over time.
About you
Essential experience
- Experience managing end-to-end recruitment processes.
- Strong sourcing capability, including direct candidate outreach.
- Experience working with hiring managers and senior stakeholders.
- Confident writing job adverts, role profiles and candidate communications.
- Good understanding of structured interviews and assessment methods.
- Experience recruiting for a mix of specialist, operational or professional roles.
- Comfortable managing multiple vacancies at once.
- Strong judgement when assessing candidate quality and role fit.
Desirable experience
- Experience recruiting in sport, aviation, adventure, training, coaching, education, hospitality, leisure, military, emergency services or another high-performance environment.
- Experience building recruitment processes from scratch or improving immature recruitment systems.
- Experience with ATS platforms, LinkedIn Recruiter or recruitment reporting tools.
- Understanding of employer branding and recruitment marketing.
- Experience supporting graduate, apprentice, academy or early-career pipelines.
Salary range: £45,000 - £55,000
Location: Hybrid (three days per week on site)