Talent Acquisition Partner FTC

Job Title: Talent Acquisition Partner (FTC)

Department: People and Compliance

Reporting: Head of People

Location: Vantage London TW8

Salary: 45000 per annum

Contract Duration: 12-month fixed term (with potential to extend)

Closing Date: 17 October 2025

Start Date : January 2026

Brentford FC is a bit different to other Premier League football clubs. We put our fans first we are a true community club and while we are financially sustainable we are not afraid to take calculated risks. We take huge pride in our environment and culture within the Club which focuses on development inclusion and not being afraid to think differently.

Being progressive humble and respectful while sticking together as one team across the Club guides how we work and the decisions we make each day.

We also firmly believe that a diverse workforce is a better workforce which will help us develop ideas solve problems and ultimately grow Brentford FC.

We play in a brand-new stadium 15 minutes from Heathrow in vibrant west London.

We will never forget where we have come from but we are excited about the future that lies ahead.

Come join us.

The Role of the Talent Acquisition Partner

As a Talent Acquisition Partner youll be at the heart of shaping the future of our Club by identifying and attracting top talent who make a difference. Partnering closely with hiring managers youll drive a seamless standout candidate experience elevate our talent acquisition strategy and oversee the entire talent acquisition process ensuring our approach is inclusive fair and consistently applies Safer Recruitment practices.

Main Accountabilities

Talent Acquisition

• Lead on end-to-end recruitment processes across multiple functions and levels delivering a consistent and engaging candidate experience.
• Partner with hiring managers to understand workforce needs define role requirements build job descriptions and create effective recruitment strategies.
• Create engaging and inclusive job adverts.

• Use direct sourcing methods (e.g. LinkedIn job boards talent pools) to proactively attract passive and active candidates.
• Screen applications conduct screening calls build shortlists coordinate interview stages with internal stakeholders and participate in interviews where needed.
• Own and manage the Indeed Glassdoor and LinkedIn Recruiter accounts ensuring effective use of projects talent pipelines and outreach campaigns.

Safer Recruitment

• Recruit all roles in line with Safer Recruitment standards ensuring best practice and compliance with the Premier League safeguarding standards.

Stakeholder Management

• Act as a trusted advisor to hiring managers on market insights recruitment strategy and candidate experience.
• Provide coaching on inclusive hiring practices and interview techniques.

Employer Branding & Candidate Experience

• Champion a positive inclusive and engaging candidate journey.
• Support employer branding initiatives through content events and social media.

Data and Reporting

• Maintain accurate and timely data in the Applicant Tracking System (ATS).
• Track and report on recruitment metrics such as time-to-hire source of hire etc.
• Track and analyse candidate diversity data working closely with our Equality Diversity and Inclusion (EDI) team to implement inclusive hiring practices and actions in line with our EDI action plans.
• Use data to inform continuous improvement in hiring outcomes and processes.

Process Improvement

• Identify and implement improvements to recruitment tools processes and systems.
• Develop talent pipelines and workforce planning strategies.

Safer Recruitment

• Recruit all roles in line with Safer Recruitment standards ensuring best practice and compliance with the Premier League safeguarding standards.

Stakeholder Management

• Act as a trusted advisor to hiring managers on market insights recruitment strategy and candidate experience.
• Provide coaching on inclusive hiring practices and interview techniques.

Employer Branding & Candidate Experience

• Champion a positive inclusive and engaging candidate journey.
• Support employer branding initiatives through content events and social media.

Data and Reporting

• Maintain accurate and timely data in the Applicant Tracking System (ATS).
• Track and report on recruitment metrics such as time-to-hire source of hire etc.
• Track and analyse candidate diversity data working closely with our Equality Diversity and Inclusion (EDI) team to implement inclusive hiring practices and actions in line with our EDI action plans.
• Use data to inform continuous improvement in hiring outcomes and processes.

Process Improvement

• Identify and implement improvements to recruitment tools processes and systems.
• Develop talent pipelines and workforce planning strategies.

Knowledge

• Previous experience in talent acquisition with a good understanding of the full recruitment lifecycle and talent acquisition strategies.
• Knowledge of employment law and recruitment best practice.
• Awareness of inclusive hiring frameworks and Safer Recruitment practices.
• A passion for sports and awareness of our Club values and culture.

Specialist Skills

• Advanced sourcing techniques including the use of LinkedIn Recruiter and Indeed.
• Ability to analyse recruitment data and produce actionable insights.
• Proficient in using ATS and HRIS systems and in particular Workday will be beneficial.
• Skilled in running fair consistent and inclusive selection processes including assessment centres.

People Skills

• Lead on and have a passion for delivering a great candidate experience and promoting inclusive hiring practices.
• Excellent relationship-building and stakeholder management skills.
• Effective communication and influencing abilities across all levels of the Club.
• Empathetic and supportive approach to candidates and hiring managers.

External Impact

• Champion our values and culture externally to promote and enhance our employer brand.
• Represent the Club professionally in the talent market utilising insights to shape how we attract top talent.
• Build external talent pipelines and networks.

Decision Making

• Make informed decisions and recommendations to hiring managers on recruitment strategy and candidate selection.
• Use data and insight to drive decision-making.
• Balance short-term hiring needs with long-term workforce planning.

Innovation

• Lead on identifying and implementing new sourcing channels.
• Continuously improve the candidate experience and recruitment processes.
• Develop solutions to enhance inclusive hiring practices.

General Club Accountabilities

• To ensure compliance with all relevant Club policies including safeguarding health and safety policies and with specific reference to the data regulations (GDPR and PECR)
• To ensure compliance with the Clubs Code of Conduct
• To ensure compliance with all relevant legal regulatory ethical and social requirements
• To build and maintain good working relationships both internally and externally maintaining a professional image at all times when representing Brentford FC
• To keep confidential any information gained regarding the Club and its personnel
• To maintain a flexible approach to work at all times
• To ensure compliance with all Matchday Safeguarding processes
• To ensure compliance with the Clubs Safeguarding Policy and processes
• To promote and support positive mental health and wellbeing throughout the Club both on and off the field
• To promote equity diversity and inclusion at the Club in line with our EDI strategy

Brentford FC is an organisation which values and is passionate about diversity and inclusivity. Whilst our recruitment decisions are always based on merit and suitability we welcome and encourage applications from qualified candidates including those from underrepresented groups such as those from ethnically diverse backgrounds women those from the LGBTQ community and those with disabilities. Should you require any workplace accommodations (also known as reasonable adjustments) you will have the opportunity to let us know at the appropriate points in the hiring process.

Safeguarding Statement

Brentford FC is committed to equality diversity and the safeguarding and welfare of all children and adults at risk. We expect all staff and volunteers to share this commitment and to contribute to a safe and inclusive environment for everyone involved in the Club.

As part of our safeguarding culture all staff are required to undertake role-appropriate safeguarding training and to follow the Clubs safeguarding policies and procedures. These include the timely reporting of any concerns to the Clubs Safeguarding Team.

All appointments are subject to safer recruitment practices. Pre-employment screening will be carried out which - depending on the role - may include an enhanced Disclosure and Barring Service (DBS) check.

Brentford FC recognises the value of a diverse workforce and welcomes applications from individuals with a range of backgrounds. A criminal record will not necessarily prohibit an applicant from employment. This will depend on the nature of the role and the circumstances of any offences. However we remind individuals that it is a criminal offence for a person barred from engaging in regulated activity to apply for a role that involves such activity.

Our safeguarding policies and further information can be found here: note that where appropriate for the role you will be required to complete additional background checks such as Disclosure and Barring Service (DBS) checks and police checks for any time you have lived or worked outside of the UK in the last 10 years. You can find out more about this at also note that a CV application will not be sufficient. Applications will not be considered where the application form has not been completed in full.

If the role you are applying for involves regulated activity and you have been shortlisted for a first stage interview you will be asked to fill out a Declaration of Offences Form.

Reference Requests

By submitting this application you consent to us contacting two professional referees. These individuals should be able to verify the educational and/or employment details you provided during the application process and speak to your work ethic skills and overall suitability for the role. References will only be requested if you are successful at the selection stage. At that time you will be asked to provide the necessary contact information.