Sabio

Recruitment

• Develop and implement a progressive talent acquisition strategy aligned to the company’s commercial objectives, AI growth roadmap and long-term workforce planning requirements
• Partner closely with Executive and Senior Leadership to anticipate capability gaps, particularly in AI, data, digital transformation and emerging technologies
• Build workforce models that support scalable growth, including onshore, nearshore, and offshore capability strategies
• Act as a strategic advisor to the business, confidently challenging hiring assumptions, workforce structures, budget allocation, and skill deployment to ensure optimal outcomes.
• Design and continuously evolve a company-wide skills matrix, mapping current capability against future AI and technology requirements
• Identify skill shortages, reskilling opportunities, and build vs. buy decisions to support AI innovation and automation objectives
• Partner with Learning & Development to drive targeted upskilling programmes that enhance AI fluency and digital capability across the workforce
• Ensure hiring strategies prioritise scarce AI talent while balancing cost control and long-term sustainability.
• Develop and implement a structured offshoring strategy, with particular focus on expanding and optimising capability in South Africa where appropriate.
• Identify roles suitable for offshore deployment without compromising quality, governance, or cultural alignment.
• Ensure offshore hiring aligns to cost efficiency, scalability, and long-term workforce resilience.
• Build strong local recruitment partnerships and employer brand presence within key offshore markets.
• Oversee and manage the complete recruitment lifecycle across all functions and geographies.
• Leverage innovative sourcing strategies and ensure a seamless, high-quality candidate experience.
• Drive employer branding initiatives across digital channels, industry networks, and talent communities.
• Manage, coach, and develop a high-performing recruitment team focused on delivery excellence and continuous improvement.
• Provide regular, data-driven talent reports to the business, tracking skills shortages and future capability risks
• Hiring pipeline and time-to-fill metrics
• Cost per hire and recruitment ROI
• Headcount tracking vs. budget
• Overspend risks and resource forecasting
• Use analytics to identify inefficiencies, duplication or structural workforce issues
• Present insights confidently at leadership level, driving accountability for workforce planning decisions.
• Implement dashboards that allow the business to monitor talent risks and workforce investment in real time.
• Collaborate with Finance and Business Leaders to align hiring with financial planning and budget governance.
• Actively challenge unnecessary hiring requests and ensure robust justification linked to strategic outcomes.
• Drive proactive workforce planning conversations rather than reactive hiring behaviour.
• Ensure onboarding processes are seamless, compliant and aligned with culture and performance expectations.

Head of Talent Acquisition