Talent Acquisition Partner, Homeprotect
3-4 Months FTC
£51-60k
+ Annual Discretionary Bonus Scheme
2+ days a week in office (New Malden, London)
Specialist home & property insurance
Be an early applicant
Specialist home & property insurance
101-200 employees
Be an early applicant
£51-60k
+ Annual Discretionary Bonus Scheme
2+ days a week in office (New Malden, London)
101-200 employees
Company mission
To provide protection to people underserved by the home insurance industry.
Role
Who you are
- 3+ years’ in‑house recruiting experience in the UK, managing permanent hiring end‑to‑end; early‑careers/intern recruitment exposure a strong plus
- Experience hiring in insurance/financial services or other regulated/volume environments and with a good understanding of Technology roles is highly desirable
- Proficiency with ATS and LinkedIn Recruiter; comfortable covering volume and niche roles
- Strong stakeholder management, structured interviewing, planning and reporting skills; clear written and verbal communication
- Desire to hire highly talented candidates, but to ambitious timelines, not simply seek to fill roles as quickly as possible
- Employer branding/content creation and inclusive hiring practices
- Solid knowledge of UK hiring compliance (right‑to‑work, equal opportunities, UK GDPR); awareness of FCA Conduct Rules/SMCR considerations
What the job involves
- We’re hiring an experienced in‑house Talent Acquisition Partner on a fixed‑term contract (3-4 months) to deliver ambitious hiring plans across permanent and early‑careers roles, including leading our first Summer 2026 intern programme
- We’re looking for someone who is available to start within two weeks
- You’ll manage end‑to‑end recruitment for permanent hires via direct sourcing and agencies, and own the full attraction, selection and onboarding of interns - driving a fast, fair and compliant process aligned to Homeprotect values, legislative requirements and FCA expectations
- We’re looking for a highly motivated, commercially minded partner with excellent stakeholder skills who will bring in brilliant people, not just fill seats
- Permanent hiring (end‑to‑end)
- Partner with hiring managers to define role requirements, success profiles, interview plans and selection assessments
- Source proactively (LinkedIn Recruiter, talent pools, referrals, job boards) to reduce time‑to‑hire and cost to recruit, as well as engaging agencies on niche, hard to fill roles
- Run structured selection process from advertising, screening and carrying out first stage interviews and assessments, ensuring that the short list candidates shared with hiring managers are of high calibre
- Manage offers, negotiations and contracts; coordinate onboarding handovers with People and IT Operations
- Maintain ATS hygiene and reporting (pipeline, time‑to‑hire, source effectiveness, DE&I metrics where lawful)
- Summer internship programme (end‑to‑end attraction, selection and onboarding)
- Attraction: Quickly establish the specific skills and experience required for the interns to be successful in each area and ensure adverts are targeted to attract high calibre candidates through university careers channels
- Selection: Manage applications; screen and shortlist; design/run assessments and interview days; ensure constructive feedback is provided
- Offers & compliance: Prepare offers; coordinate onboarding handovers with People and IT Operations and keep interns engaged prior to them joining
- Onboarding: Build and run the intern onboarding schedule from both a soft skills and compliance perspective and support hiring managers to plan their technical onboarding. Assign buddies/mentors, act as a POC for their first few weeks, gather feedback and report outcomes
- Compliance and process improvement
- Ensure compliance across all hiring: equal opportunities, right‑to‑work, UK GDPR/PECR; support SMCR touchpoints for certified roles (e.g., regulatory references via HR/Compliance)
- Promote employer brand and continuously improve candidate experience and hiring efficiency
- Produce regular MI for stakeholders; recommend data‑led optimisations
- Recruitment Projects
- As a member of the HR team, there may also be opportunities to contribute to broader recruitment and employer brand projects
Application process
- Available immediately
Salary benchmarks
Our take
Homeprotect is run by insurtech group Avantia, which has been around since 2002 and seemingly stayed abreast of the rapid digitisation of the insurance industry. The company leverages big data and machine learning, as well as underwriting from AXA Insurance, to provide home insurance quotes in seconds.
While there is no shortage of insurance marketplaces like this, Homeprotect’s value differentiator is its focus on sourcing affordable quotes for customers with non-standard needs such as at-risk, listed, vacant properties, or properties containing rare valuables.
Having secured major investment from ECI Partners over a series of funding rounds, Avantia has been investing heavily in Homeprotect’s tech and predictive capabilities, which has led to consistent annual revenue increases as the company strives to hold its own in a competitive market.
Steph
Company Specialist at Welcome to the Jungle
Insights
41% employee growth in 12 months
Company
Company HQ
New Malden, UK
Leadership
Mark Eastham
(CEO)Joined as CEO in 2015 after an 11 year spell at Dixon's Carphone, where they rose to become UK General Manager.
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