• Owning full-cycle recruiting for engineering roles across the business, from intake and calibration through sourcing, interview process design, offer, and close • Maintaining a high bar for every hire. We are a small organization, and every hire can make a positive or negative impact on our goals. This responsibility cannot be taken lightly. • Partnering closely with hiring managers to define role scope, align on candidate profile, and build practical, high-signal interview plans • Coaching interviewers and hiring teams on structured interviewing, candidate evaluation, and how to maintain a high hiring bar while moving with urgency • Personally driving outbound sourcing strategy and execution across multiple roles; we do not have dedicated sourcers, so this role is expected to source heavily and consistently • Managing candidate pipelines with intensity and precision, ensuring strong conversion at every stage from first outreach through offer acceptance • Creating an excellent candidate experience, especially with high-demand engineering talent who expect responsiveness, clarity, and strong selling throughout the process • Using AI tools effectively to improve recruiter productivity, sourcing research, communication quality, interview preparation, and pipeline management, while applying sound judgment and maintaining a high-quality candidate experience

• Approaching talent acquisition with emphasis on candidate experience, hiring manager experience, best practices, and compliance. • Guiding hiring managers and interviewers through the recruitment process with consistent and reliable communication. • Preparing hiring leads/teams to review applications and resumes for identifying applicants to invite to the interview process. • Preparing interviewers with recruitment best practices and supporting them through interview debriefs and the selection process. • Analyzing and presenting recruitment information in a complete, accurate, and timely manner. • Helping to maintain job postings, candidate data, and hiring statuses in our Applicant Tracking System and team spreadsheets. • Developing experiments and executing strategies to attract, source, and recruit top talent. • Attracting diverse pools of talent to our open positions. • Working with the Marketing function to promote job postings and our employer brand on social media and job boards. • Helping to create content for the company's developing Careers webpage. • Corresponding and engaging with candidates; leading their experience throughout the recruitment process from application to hiring decision. • Scheduling and conducting interviews. • Communicating with candidates post-hiring decisions including offer letters, negotiations, etc. • Confidently communicating the complete employee benefits package to prospective unicorns. • Representing Defense Unicorns and recruiting at in-person events/conferences (note: this is an all-remote position but occasional travel is expected).

• Buscar activamente talento IT a través de diferentes canales (LinkedIn, bolsas de trabajo, referencias, bases de datos internas y networking), alineado con las necesidades de proyectos en curso y futuros. • Apoyar el proceso de reclutamiento de inicio a fin, incluyendo revisión de CV, llamadas de preselección, entrevistas técnicas y de ajuste cultural, y coordinación con gerentes de contratación. • Construir y mantener un sólido pipeline de talento para permitir una contratación proactiva para futuras demandas de proyectos, reduciendo el tiempo de contratación y mejorando la experiencia del candidato. • Desarrollar una sólida comprensión del mercado IT, datos y digital, incluyendo roles clave, habilidades, niveles de senioridad y tendencias tecnológicas relevantes para ambientes de consultoría. • Realizar análisis de mercado y competidor relacionados con condiciones de contratación, rangos de compensación, beneficios, modelos de contrato y disponibilidad de talento para respaldar decisiones de reclutamiento informadas. • Colaborar con gerentes de contratación y partes interesadas internas para comprender los requisitos de proyectos, expectativas del rol y dinámicas del equipo. • Contribuir a iniciativas de marca empleadora promoviendo la cultura, valores y propuesta de valor hacia los empleados de la empresa a través de canales de reclutamiento e interacciones con candidatos. • Asegurar una experiencia positiva y transparente para los candidatos a lo largo del proceso de reclutamiento, actuando como embajador de la marca en cada punto de contacto. • Apoyar el reporte y seguimiento de reclutamiento (pipelines, métricas de contratación, efectividad de sourcing) para mejorar continuamente los procesos. • Mantenerse actualizado con las mejores prácticas y tendencias en reclutamiento IT, adquisición de talento y modelos de contratación impulsados por consultoría. • Tomar un rol activo en promover y fortalecer nuestra cultura organizacional, aportando ideas frescas, apoyando iniciativas internas y ayudando a ejecutar acciones que mejoren tanto el compromiso de candidatos como de empleados.

Role Description As a Freedom to Speak Up Guardian in the Chief Executive’s Office, you’ll help create a workplace where everyone feels safe to raise concerns, building a culture that supports learning, fairness, and positive change across CQC. - Designing new approaches that build psychological safety and help colleagues speak up, listen up, and follow up well. - Creating positive change by turning issues raised into learning and improvements that you share with senior leaders and the Board. You’ll work closely with others to deliver shared outcomes. In this role, you’ll: - Lead our project for approval, helping deliver improvements in our approach to Freedom to Speak Up, including relaunching our Freedom to Speak Up process. - Promote safe speaking up by building awareness of Freedom to Speak Up, offering clear advice and support to colleagues, and helping remove barriers so people can raise concerns confidently. - Use information to drive learning by analysing themes from cases, preparing insights and case studies for leaders, and making practical recommendations that support improvement across CQC. - Develop systems and good practice by leading work to embed a strong governance framework, keeping case management processes effective, and supporting FTSU Champions with the tools and training they need. Qualifications - Experience supporting people with sensitive issues, including listening well, offering fair guidance, and documenting information clearly. - Experience working with senior leaders, such as presenting findings, giving advice, or influencing decisions in a way that supports positive change. - Experience using information to improve practice, for example analysing themes, creating reports, or helping shape new ways of working that support colleagues. Requirements - This is a secondment/fixed term opportunity. You must discuss your application with your line manager before applying. - To progress your application, you’ll need to provide evidence of your right to work in the UK. Without valid right to work, you won’t be eligible for the role. - We are unable to offer sponsorship for this role. Some roles may also be subject to a satisfactory DBS check. Benefits - Annual leave starting at 27 days per year, rising to 32.5 days with service, plus bank holidays (usually 8 days per year). - Training and development opportunities. - Wellbeing initiatives, such as gym discounts and meditation. - NHS pension scheme, with around 14% employer contribution. - Discount schemes (including eligibility for a Blue Light card, at a cost of £4.99 and valid for 2 years), reward vouchers, car leasing, and more!