Talent Acquisition Manager

Talent Acquisition Manager

Hybrid Position/Pinelands, Cape Town

At Confluent, we offer comprehensive advice, practical financial solutions, and effective debt relief for those facing tight budgets and mounting financial pressure. Today, as Confluent, we build on this success, expanding our reach and impact by bringing together diverse skills, brands, solutions, people, and partners. Our purpose remains clear: Building financially healthy societies, together.  This purpose drives everything we do. We believe in the power of convergence, where expertise, innovation, and collaboration unite to solve complex challenges and unlock shared value. 

We are hiring a Talent Acquisition Manager! At Confluent, your role isn't just a job, it's an invitation to lead with purpose and help shape the future. If you're passionate about making a difference, your next chapter starts at Confluent. 

About the Role 

We are looking for a passionate, high-performing Talent Acquisition Manager to own end-to-end recruitment across two distinct hiring areas: 

• Operations – high-volume, time-critical recruitment of operations consultants with financial services backgrounds. 

• Expert & Support Functions – specialist hiring across Marketing, HR, Finance, Compliance, and Technology. 

Beyond filling vacancies, you will shape the talent strategy that underpins both pipelines – building talent pools, reducing time-to-hire, and positioning us as an employer of choice in financial services. 

Key Responsibilities 

Recruitment Delivery 

• Lead end-to-end recruitment across Operations (high-volume) and specialist support functions (mid-to-senior roles). 

• Maintain a continuously refreshed pipeline of pre-qualified candidates to meet urgent demand without compromising standards. 

• Design and oversee structured assessment processes including telephone screens, psychometric assessments, competency interviews, and open days. 

• Support leadership with demand forecasting based on attrition trends and business planning cycles. 

Sourcing & Attraction 

• Leverage LinkedIn Recruiter, direct sourcing, headhunting, referrals, and professional networks to access passive talent. 

• Develop and maintain a compelling EVP; represent the business at careers fairs, industry events, and on social media. 

• Implement innovative sourcing strategies to reduce reactive, agency-dependent hiring over time. 

Stakeholder & Team Management 

• Partner with hiring managers and senior leaders on workforce needs, market insight, and salary benchmarking. 

• Coach and develop a team of recruiters to ensure high performance, engagement, and delivery excellence. 

• Manage external recruitment partners, ensuring quality standards and delivery expectations are consistently met. 

Data & Continuous Improvement 

• Track and report on key metrics: time-to-hire, cost-per-hire, source of hire, pipeline conversion, and offer acceptance. 

• Use data insights to refine strategies, drive operational excellence, and present findings via Excel and PowerPoint. 

Essential Experience 

• National Diploma or equivalent in HR or Organisational Psychology (minimum qualification). 

• 5+ years in Talent Acquisition with delivery across both high-volume and specialist environments. 

• Minimum 2 years managing a recruitment team. 

• Proven track record in financial services, contact centres, or similarly regulated, fast-paced industries. 

• Strong direct sourcing capability: LinkedIn Recruiter, job boards, referral schemes, and headhunting. 

• Confident managing senior stakeholders and comfortable with ATS platforms, Excel, and PowerPoint. 

• Strong user knowledge of an ATS system 

Key Competencies 

• Pace without compromise – moves at speed under pressure while maintaining rigorous quality standards throughout selection. 

• Stakeholder influence – confident advising and managing expectations of senior hiring managers across multiple functions simultaneously. 

• Resilience & adaptability – comfortable with shifting priorities 

• Commercial acumen – understands the true cost of a bad hire and the business impact of unfilled Operations seats. 

• People leadership – able to inspire, develop, and retain a team of recruiters while managing their own delivery. 

• Data-driven mindset – uses insight and metrics to inform decisions, not just intuition. 

• Relationship excellence – builds trusted, long-term relationships with candidates, agencies, and hiring managers alike. 

What’s in it for You? 

• Autonomous role with real ownership of talent strategy and the freedom to build the function. 

• Senior stakeholder exposure from day one across Operations and Support Functions. 

• Competitive package including medical aid, employee insurance, RA contributions, and birthday leave. 

• Hybrid working model with flexible hours. 

• Strong L&D culture: bursary programmes available  

• Rewards and recognition for hard work, plus opportunities to contribute to community and social impact initiatives.