Internal Recruiter

Employment Type:

Part-time, Permanent/Hybrid (22.5hrs)

The Internal Recruiter is responsible for managing the Company’s end-to-end recruitment function, attracting, assessing, and hiring high-quality talent aligned with business objectives and organisational culture. The role leads and delivers a direct-hire strategy to reduce overall recruitment spend and minimise reliance on external agencies while enhancing and reinforcing the Group Employer Brand.

Partnering closely with hiring managers across the business, the Internal Recruiter ensures all recruitment and selection activities are delivered in line with best practice, company policy, and relevant employment legislation. The role provides expert guidance on workforce planning, sourcing strategies, candidate assessment, and market insights to support effective hiring decisions and improve quality of hire.

This position is focused on inspiring and influencing future talent to join the Metropolis Group through creative, engaging, and cost-effective attraction approaches. With a strong customer-focused mindset, the Internal Recruiter delivers a high level of service to both internal stakeholders and external candidates, ensuring a positive and professional recruitment experience.

Overall, the role is accountable for maintaining an efficient, effective, and cost-conscious recruitment process that strengthens talent pipelines, supports organisational growth, and positions the Metropolis Group as a standout employer within the job market.

This is a part-time role of 22.5 hours per week, worked over five days, with three days in the office and two days working from home.

• Partner with hiring managers and senior leadership to understand resourcing needs, manage vacancy approvals, and deliver recruitment campaigns aligned with individual role requirements and agreed timelines.
• Manage full-cycle recruitment across sales, editorial, marketing, events, digital, and support functions—including sourcing, screening, interviewing, offer management, and onboarding coordination.
• Drive a direct-hire strategy by proactively sourcing candidates via Linked In, social media, internal websites, job boards, referrals, and talent pipelines.
• Leverage headhunting strategies to identify, engage, and attract top-tier candidates for critical roles across multiple departments.
• Build and maintain strong talent pipelines, engaging passive and speculative candidates, and promoting cross-divisional internal mobility and redeployment opportunities.
• Enhance and promote the Group Employer Brand by ensuring all job descriptions and adverts are inclusive, non-discriminatory, on-brand, and aligned with best practice.
• Collaborate cross-functionally to improve the user experience and content of the Careers website and wider recruitment marketing activities.
• Ensure a fair, consistent, legally compliant, and GDPR-aligned recruitment process across the organisation; provide training and coaching to hiring managers on interviewing and selection best practices.
• Monitor, analyse, and report on recruitment metrics (including time-to-fill and cost savings) to the Group Recruitment Manager and Group HR Manager on a monthly, quarterly, and annual basis.
• Regularly review recruitment processes to drive continuous improvement, including gathering feedback from new joiners and leavers.
• Work collaboratively with Senior HR Advisers and adhere to all Company policies, including Anti-Bribery and Corruption, undertaking additional duties as required.

• Clear and demonstrable achievements in recruitment within a commercial environment, preferably in media or B2B markets.
• Proven success in building and managing relationships with internal and external stakeholders.
• Ability to prioritise and manage a high-volume workload.
• Experience managing online and social media-led recruitment campaigns.
• Good knowledge of all recruitment advertising methods.
• Proven experience in developing and nurturing candidate relationships while advocating for the company and its brands.
• Interest or knowledge in the media sector is preferable but not essential.
• Strong influencing and negotiation skills.
• Proficienc…