Talent Acquisition Manager

Driving Innovation and Trust: Ten’s Journey to Redefine Service Excellence  

Ten is on a mission to become the most trusted service business in the world. Technology-driven Product is at the centre of our strategy to create a hugely successful service and business.  Millions of members already have access to Ten's services across lifestyle, travel, dining and entertainment on behalf of over 50 clients including HSBC, Swisscard, Visa, Mastercard and American Express. Ten's partnerships are based on multi-year contracts generating revenue through platform-as-a-service and technology fees.  

We have the advantages of already being at scale globally with a critical mass of high-net-worth members via stable, multi-year revenue-generating contracts.  We already have a market leading consumer proposition and credibility (and many integrations) with the leading suppliers/partners across our ‘big 4’ service categories of restaurants/travel/entertainment and luxury retail.    

We are debt-free, profitable and the first B Corp listed on the London Stock Exchange (AIM market).  

Our plans are to continue to invest into technology (including AI) to become the main way that our members organise their leisure lives. The next few years will see Ten speed up our progress via our Growth Engine strategy  making the next huge steps to achieve our ambitions together.  

For more information about Ten, please check out our Welcome to Ten video and this article.

The role

As Talent Acquisition Manager, you will own the end-to-end recruitment cycle across designated regions, ensuring the attraction and hiring of top talent aligned with business objectives. You will be accountable for delivering hiring outcomes, including time to hire, quality of hire, and overall recruitment effectiveness, while maintaining a strong candidate experience.  

Your role involves managing both internal and external vacancies, optimizing recruitment processes, and you will work closely with PE Manager, Hiring Managers, and Global Talent Teams to identify talent needs, shape recruitment approaches, and deliver effective hiring campaigns. You will also play an active role in strengthening Ten’s employer brand and building sustainable talent pipelines for future growth. 

Key responsibilities:

Talent Attraction & Sourcing 

• Collaborate with hiring managers to develop clear job descriptions and specifications. 

• Create compelling job adverts that highlight both the company and role requirements. 

• Utilize various channels (online job boards, social media, LinkedIn) to attract candidates. 

• Proactively source candidates using online recruitment platforms and headhunting techniques. 

• Identify cost-saving opportunities in recruitment campaigns. 

Recruitment Campaign Management 

• Track and manage recruitment costs, separating direct and agency expenses. 

• Maintain accurate and up-to-date vacancy sheets and recruitment websites. 

• Develop recruitment plans with clear timelines and process owners. 

• Evaluate and screen applications through initial CV reviews and phone interviews. 

• Coordinate subsequent recruitment stages, ensuring timely candidate communication. 

• Generate and share recruitment metrics reports to inform future campaigns. 

• Ensure consistent and high-quality hiring decisions by guiding interview processes and assessment standards. 

• Act as a trusted advisor to Hiring Managers, challenging and refining hiring approaches where needed. 

Pre-Employment Screening & Offer Management 

• Own the end-to-end pre-employment screening process, ensuring all checks (e.g. right to work, references, background checks where applicable) are completed accurately and in a timely manner.  

• Ensure compliance with all relevant legal and company requirements before employment commences.  

• Manage the offer process, ensuring clear communication of role expectations and terms.  

• Support offer negotiations where required.  

• Work closely with People Experience teams to ensure a smooth transition into onboarding. 

Future Talent Pipeline Development 

• Partner with senior management to identify current and future talent needs. 

• Determine skills and competencies required to address future business gaps. 

• Build and maintain a talent pipeline for critical and at-risk roles. 

• Nurture relationships with targeted candidates through regular engagement. 

Process Improvement & Employer Brand 

• Continuously review and improve recruitment processes to increase efficiency and quality.  

• Use data and feedback to inform improvements and decision-making.  

• Actively contribute to and strengthen Ten’s employer brand through high-quality candidate engagement and market insight.  

• Stay up to date with recruitment trends, tools, and best practices. 

BEHAVIORAL EXPECTATIONS:  

As the Talent Acquisition Manager, you will be expected to role model the behaviors associated with our Ten Standards and our core business values of Member Focused, Trustworthy, and Pioneering. This means approaching your work every day with a positive, solution-oriented, and supportive attitude. You will also be expected to demonstrate strong communication skills, attention to detail, and the ability to build relationships with both candidates and hiring managers. 

We encourage diverse philosophies, cultures and experiences.  

We appreciate diversity and are dedicated to creating an inclusive work environment for our employees. This idea unites the teams at TEN. All aspects of our relationship, including the decision to hire, promote, discipline or terminate, will be based on merit, competence, performance and business needs. 

Requirements

EDUCATION/EXPERIENCE:   

• Bachelor’s degree in Human Resources, Business Administration or a related field, or equivalent relevant experience, with 5+ years of experience in recruitment and Talent Acquisition.
• Demonstrable success in in-house recruitment, with experience managing the full recruitment lifecycle, from sourcing and screening through to interviewing, offer management, pre-employment screening and onboarding.
• Strong knowledge of Talent Acquisition best practices, including direct sourcing, candidate engagement, employer branding and recruitment marketing strategies.
• Proficiency in using Applicant Tracking Systems (ATS) and sourcing tools, including LinkedIn Recruiter, to identify, engage and attract high-quality talent.
• Experience recruiting across multiple countries and regions would be highly advantageous.
• Solid understanding of employment legislation, recruitment compliance requirements and best practices, ensuring all hiring activities are conducted in line with relevant laws, regulations and company policies.
• Fluent English communication skills, both written and verbal. Additional language skills would be beneficial.
• Strong analytical skills, with the ability to utilise Microsoft Office applications, ATS platforms and recruitment data to track, analyse and report on recruitment performance metrics.
• Comfortable leveraging AI-powered tools and technology to improve efficiency, automate administrative tasks and enhance recruitment processes.
• Highly organised, with the ability to manage multiple recruitment campaigns simultaneously, delivering results in a fast-paced environment while maintaining exceptional attention to detail.
• As the first point of contact for many prospective employees, you will be a confident communicator with outstanding relationship-building skills, capable of engaging, influencing and creating positive experiences for candidates, hiring managers and stakeholders at all levels of the organisation

Guidelines for Hybrid/Home Office:

• This role is Cape Town–based and requires candidates to commute to the office at least 2 days per week. Please note this is a non-negotiable requirement.
• A secure home office at your confirmed address, free from background noise or other distractions when working remotely
• You must meet our minimum internet speeds if you want to work in our hybrid model and this will be checked during the recruitment process and again when you join. We also have a great office that you can work from as an alternative.

Benefits

Our people are at the heart of the business, and we have a culture of recognition and reward - both through regular appraisals but also annual Extra Mile Awards where we celebrate those who have gone that extra mile in their role. We also encourage all our staff to incorporate their aspirations and interests into their career at Ten and we are there every step of the way in supporting development.

Rewards designed around you:

• A competitive salary depending on experience and performance base bonus
• Flexible work arrangements including Hybrid work possibilities; with up to 60% Home Office.
• Paid time away from work. Our employees enjoy a competitive paid time off package, including a day each year to volunteer time for a good cause that is important to you.
• Paid Sabbaticals. One (1) month paid Sabbatical after every 5 years of Service, without tapping into annual leave. 
• Extra Rewards. Lucrative Ten Loyalty Rewards program which includes a bonus and gift to say thank you for being part of Ten. 
• Employer contributory company Medical Aid: We offer a comprehensive employer-contributory medical aid scheme designed to support the health and well-being of our employees. Through this benefit, the company makes regular contributions towards your medical aid plan, helping to significantly reduce your out-of-pocket medical expenses.
• Remote Working Holidays - possibilities to Travel and Work anywhere in the world! 
• Employee Discounts. Access to lots of great travel and entertainment discounts as our clients’ members would! 
• Be part of our global, dynamic, and inclusive Team, with diversity at its core. 
• Genuine career opportunities within a dynamic and international company. 

Commitment to Diversity

We encourage diverse philosophies, cultures, and experiences. We appreciate diversity and are dedicated to creating an inclusive work environment for our employees. This idea unites the teams at TEN. All aspects of our relationship, including the decision to hire, promote, discipline, or terminate, will be based on merit, competence, performance and business needs.