Talent Acquisition Partner – Nutrition Geeks
Rewarding base + performance based bonus
Luton – full time in office
Nutrition Geeks, one of the UK’s fastest growing health & wellness brands is on the hunt for a Talent Acquisition Partner to join our lean, fast-paced team.
Company Overview:
The Mission: Make high quality nutrition & supplements accessible & affordable to everyone.
Founded in 2020, Nutrition Geeks is one of the fastest-growing CPG brands in the UK, tracking to do multi nine figures (£) UK only revenue in 2026.
We’re now gearing up for our next level of growth as we build a team of A+ players to help cement Nutrition Geeks as a global leader in the health and supplement space.
Check out our products here: https://www.nutritiongeeks.co/.
About The Role:
This is an opportunity to build and own Talent Acquisition for Nutrition Geeks as the business enters its next stage of growth.
You’ll manage the complete recruitment lifecycle, from high-volume operational hiring through to specialist commercial and senior appointments. Working closely with the HR Manager, co-founders and departmental leaders, you’ll create the pipelines, processes and hiring standards needed to bring exceptional people into the business quickly and consistently.
You’ll be hands-on with sourcing, screening, interviews and administration, while also advising senior stakeholders, shaping workforce plans, negotiating supplier terms and improving the overall hiring strategy.
What You’ll Own
End-to-End Recruitment
- Own recruitment across operational, commercial, specialist and senior roles from initial brief through to accepted offer and start date.
- Build targeted candidate pipelines through direct headhunting, job boards, referrals, local advertising and talent mapping.
- Write compelling job adverts, screen applications, lead interviews and coordinate fast, well-structured hiring processes.
- Keep candidates engaged through clear communication, timely feedback and a consistently strong experience.
- Negotiate salaries, start dates and offer details to secure the right people for the business.
High-Volume & Operational Hiring
- Partner with operational leaders to understand weekly workforce needs, seasonal peaks and longer-term headcount plans.
- Build reliable local talent pools across warehouse, logistics, production and other operational functions.
- Plan and run assessment days, recruitment events and on-site hiring days.
- Manage activity tightly to protect time-to-hire, attendance, quality and operational service levels.
Commercial & Senior Recruitment
- Translate business objectives into clear role requirements, scorecards and structured interview processes.
- Directly source hard-to-find talent across eCommerce, Marketing, Finance, Operations and other commercial functions.
- Use modern assessment approaches, including appropriate AI, psychometric and structured screening tools, to test capability and culture fit.
- Confidently advise hiring managers and co-founders on market conditions, salary positioning and candidate quality.
Agencies, Suppliers & Cost Control
- Manage approved temporary and permanent recruitment partners where external support is required.
- Negotiate agency fees, rates, rebate periods and terms to maintain quality while controlling cost per hire.
- Monitor supplier performance across speed, candidate quality, attendance and retention, addressing issues early.
- Build a direct-sourcing model that progressively reduces unnecessary agency dependency.
Onboarding & Recruitment Operations
- Own the journey from accepted offer through to induction, ensuring every new starter is set up for success.
- Prepare offer letters, contracts, starter forms and role-specific documentation accurately and on time.
- Coordinate references, Right to Work evidence and other pre-employment checks.
- Maintain accurate candidate, vacancy and employee records with appropriate confidentiality.
- Coordinate start dates, shifts and induction plans with hiring managers and the wider People team.
Strategy, Data & Continuous Improvement
- Build the systems, processes and ways of working required to run Talent Acquisition effectively as a standalone function.
- Track vacancy status, pipeline health, time-to-hire, source effectiveness, cost and early retention.
- Use recruitment data and stakeholder feedback to improve candidate quality, speed and experience.
- Support workforce planning by connecting hiring priorities, business objectives and associated costs.
- Benchmark salaries and market conditions, giving practical advice as hiring needs and talent markets evolve.
How Success Will Be Measured
- Speed – strong roles filled within agreed timelines.
- Quality – healthy shortlist-to-offer and offer-acceptance ratios.
- Retention – strong performance through probation and the first year.
- Cost – controlled cost per hire and effective agency-fee management.
- Experience – candidates and hiring managers receive clear, responsive and high-quality support.
What We’re Looking For
- Proven end-to-end recruitment experience, including high-volume hiring; warehouse, logistics or production exposure would be highly valuable.
- Confidence managing multiple vacancies at pace without compromising candidate quality or attention to detail.
- Comfort operating as a standalone Talent Acquisition function and moving between hands-on administration and senior-level strategy.
- Strong sourcing, screening and interviewing judgement, with an evidence-led approach to fair hiring.
- Experience running assessment centres, recruitment events or volume-hiring campaigns.
- Confidence working with an ATS, recruitment trackers, job boards and LinkedIn.
- Strong stakeholder-management skills, including experience partnering with senior leaders and challenging constructively when required.
- Commercial awareness across cost per hire, agency models, salary benchmarking and offer negotiation.
- Working knowledge of Right to Work, pre-employment checks, equal opportunities and recruitment compliance.
- A proactive, accountable style – you keep things moving, communicate clearly and follow through without being chased.
The Person
- You’ll suit Nutrition Geeks if you enjoy pace, ownership and variety. You can build trust with an operational manager in the morning, headhunt a senior commercial candidate in the afternoon and still make sure every offer letter, reference and tracker update is completed properly.
- You’ll care about getting the right person rather than simply filling a vacancy. You’ll use data and feedback to improve your approach, remain calm when priorities change and take pride in building a hiring experience that reflects the quality and ambition of the business.
Benefits:
- Rewarding base salary + performance-based highly incentivised bonus (uncapped)
- Work with a tight-knit high performing team
- Private Healthcare
- Company Pension
- Free Nutrition Geeks supplements
- Rapid career growth opportunities as we scale globally
If this sounds like you, hit apply or email Sam at sam@hypergrowthrec.co.uk to find out more!
Nutrition Geeks is all about building a diverse, driven team. We welcome all backgrounds and will support you through the recruitment process – let us know if you need adjustments
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