How to Optimise Your In-house Talent Team

The makeup of talent teams differs from company to company, so it’s important to consider your hiring needs in order to understand the ideal size and structure of yours.

So, what are the different recruitment roles, what are their responsibilities, and how do you figure out who the players should be? 

We’ve laid out a framework below to help you make an informed decision and also how to get the best out of the in-house talent you have.

Just as scaling your team is essential to the successful growth of your company, it’s important that you get the makeup of your talent team right, especially in a scarce market.

Note that understanding the skillset you need means you could reach outside of the traditional ‘recruiting’ bracket. 



What Skills Do You Need?


Ask yourself these questions to establish what skills you need. 

  • How evolved is your talent function?
  • Do you have an ATS?
  • What stage of business are you at? (scaleup  / enterprise) 
  • How many stakeholders will they need to liaise with?
  • How many roles are in the hiring plan? 
  • What is the range and complexity of the roles?
  • What is your brand presence? 
  • How evolved is your EVP? 

Depending on the answers to these questions, you’ll need very different skills that could all feasibly be found in the current catchall “recruiter profile”.

There are 3 main areas you’ll need to consider and how the tasks are weighted towards each before deciding which type of profile you need. These areas are:

  • Strategy & Process 
  • Experience
  • Delivery

Strategy and process require a senior profile. This involves high-level tasks like designing processes and coming up with a talent strategy. It’s all about best practice and optimisation.

Experience refers to the experience that hiring managers and candidates have during the process. This can be the quality of interaction, the outcome, as well as whether or not candidates are treated fairly and have an equal chance of success. 

Delivery is all about delivering a steady, high-quality pipeline of talent and it is here where many lump recruiters in the same bucket.

A recruiter could feasibly need to pivot between experience and delivery regularly throughout their day, but often you won’t need them to and they’ll need to index way more to one or the other.  


The Framework


Below we’ve set out a framework for the different recruiting roles you’ll need to consider, their level of seniority, responsibilities, and average compensation. (Note: Job titles will differ from company to company so we’ve broken down the key responsibilities for each.)

A note on the demand for recruiters in 2022


The demand for recruiters, particularly in the Information Technology, Internet, and Financial Services sectors, is skyrocketing.

By way of example, we looked at LinkedIn Insights and noted the following: 

Within the aforementioned industries, there are a total of 2,485 job posts calling for recruiters, and this is only among profiles such as Recruiter, Technical Recruiter, Talent Acquisition Specialist, and Talent Acquisition Manager — not accounting for roles like Talent Sourcer, Recruitment coordinator, etc.

It’s clear that hiring is becoming more challenging than ever before; whether as a result of the Great Resignation and the regeneration of industry; many companies are needing to hire quickly and on a large scale to try and make up for the deficit of 2020 onwards. 

recruiter scarcity

Final Thoughts


In the case of building talent teams, many hands really do make light work, but it’s important to pick the hands carefully. You need to understand at which level all the key players operate and how they’ll impact the overall operation of the team. Know what you’re looking for skills-wise and use that to tailor your search for the right profiles.