Philip Moreland

• Cultivate and manage strategic partnerships with hiring managers, delivering a high-touch, consultative recruitment service and ensuring exceptional stakeholder satisfaction across the full hiring lifecycle.
• Leverage digital sourcing strategies across platforms such as LinkedIn, to proactively identify, engage, and build high-quality talent pipelines aligned to current and future workforce needs.
• Drive recruitment efficiency by actively managing candidate workflows, reviewing applications for live requisitions, and optimising time-to-decision metrics to enhance candidate experience and reduce hiring cycle times.
• Consistently achieve and exceed KPIs and SLAs, including maintaining application-to-decision turnaround and delivering against monthly offer targets..
• Conduct comprehensive competency-based screening interviews, providing hiring managers with detailed candidate evaluations and strategic recommendations aligned to role requirements and business objectives.
• Lead in-depth role briefing (intake) consultations with hiring managers to define hiring criteria, clarify business priorities, and develop targeted sourcing strategies that maximise quality-of-hire.
• Provide regular executive-level updates on high-profile and business-critical requisitions, ensuring transparency of progress, risk identification, and mitigation planning.
• Mentor and onboard new team members, providing training on systems, recruitment best practices, and effective stakeholder management to strengthen overall team capability.

• Partner closely with the Engineering Centre Senior Hiring Managers to define role requirements, hiring expectations, timelines, and target candidate profiles, ensuring alignment on quality and volume objectives.
• Support the Account Director in delivering comprehensive monthly reporting across all recruitment stages, incorporating diversity metrics, conversion rates, and actionable insights for client review.
• Act as a brand ambassador attending Recruitment shows, local careers fairs, pop-up stalls in local areas to promote hiring and reach target demographic beyond in turn, Identifying and engaging passive and hard-to-reach talent, assessing skills, motivations, and cultural alignment while positioning client opportunities effectively.
• Execute multi-channel sourcing strategies leveraging internal systems, client ATS platforms, LinkedIn, job boards, market mapping, social networking, employee referrals, and industry events to build robust talent pipelines.
• Conduct targeted market research to identify and prioritise competitor organisations, industries, and geographic locations to strengthen proactive talent attraction strategies.
• Build, nurture, and maintain long-term external talent networks, developing sustainable pipelines to support current and future hiring demands.
• Provide data-driven market intelligence and strategic insights to stakeholders and business leaders, delivering informed recommendations to shape recruitment strategy and key hiring decisions.
• Ensure rigorous documentation and data integrity within applicant tracking systems, maintaining accurate records of candidate activity, stakeholder engagement, and recruitment progress.

• Operate within the Buildings & Cities Unit across the UK and Ireland, with additional support across mainland Europe, delivering talent solutions within complex, multi-market environments.
• Led Ireland Growth project, overseeing direct experienced hire for 3 offices and implementing strategy to open further 2 offices to cover more of a presence across Island of Ireland
• Develop and maintain strategic partnerships with Hiring Managers, serving as a trusted advisor and primary point of contact for workforce planning and business-critical hiring needs.
• Design and implement targeted sourcing strategies, providing data-led market insights to ensure alignment with broader Talent Acquisition objectives and long-term workforce strategy.
• Deliver regular strategic updates to stakeholders, advising on market trends, talent availability, and alternative attraction methodologies to secure high-calibre candidates.
• Leverage LinkedIn Recruiter and advanced talent-mapping techniques to proactively identify, engage, and assess top-tier and passive talent while analysing competitive market positioning.
• Manage the end-to-end candidate journey, delivering a high-touch, white-glove experience and cultivating long-term relationships with both successful and silver-medalist candidates to strengthen future pipelines.
• Participate in stakeholder governance meetings, providing detailed reporting on requisition progress, sourcing effectiveness, and candidate experience metrics.
• Advise Hiring Managers on candidate market dynamics, compensation benchmarks, and process optimisation to support timely and informed hiring decisions.
• Drive recruitment process efficiency by maintaining accurate, up-to-date requisition data and proactively managing stakeholder follow-ups to reduce time-to-decision.
• Champion a best-in-class candidate experience, ensuring all applicants feel valued and engaged, reinforcing employer brand and future talent engagement.

• Delivered sourcing support across multiple business functions including Sales, Volume Hiring, Financial Crime Investigation (FIU), and Engineering, demonstrating versatility across both commercial and technical recruitment.
• Partnered closely with line management to review sourcing performance, pipeline health, and delivery against hiring targets, ensuring continuous alignment with business priorities.
• Built and maintained robust candidate pipelines and talent projects to ensure a consistent flow of qualified profiles into the recruitment process.
• Executed high-volume, targeted sourcing campaigns, averaging 100 tailored InMails per day to qualified candidates, achieving a 30%+ response rate and successfully converting engaged talent into recruiter screening stages.
• Significantly exceeded performance targets in Q3 2022, delivering 26 offers against a target of 10, resulting in 24 successful hires.
• Conducted stakeholder update calls, providing sourcing progress reports and leveraging LinkedIn Talent Insights to deliver market data and competitor intelligence.
• Acted as a key point of contact for recruiters and hiring managers across active requisitions, ensuring clear communication, process efficiency, and stakeholder satisfaction.
• Sourced across a diverse portfolio of roles including Enterprise Account Executives, Financial Crime Analysts, and Java Backend Engineers, demonstrating capability across both business and technology disciplines.
• Consistently outperformed high-volume delivery targets while maintaining strong quality standards and a positive candidate experience.

• Operated within the Core Business Services (CBS) function, partnering across Assurance, Tax and other service lines, and established myself as the dedicated Talent Sourcing specialist for the division.
• Acted as a strategic advisor to recruiters, developing tailored sourcing strategies and facilitating intake meetings with Hiring Managers to define capability requirements, success profiles, and hiring timelines.
• Delivered regular performance updates and market insights to recruiters and Hiring Managers, ensuring transparency on pipeline health, talent availability, and search effectiveness.
• Sourced across a diverse portfolio of senior and specialist roles, including Data Protection Vice Presidents, Change Managers, Resourcing Managers, and UX Designers, leveraging LinkedIn Recruiter and multiple talent channels to identify and engage high-calibre professionals.
• Managed the end-to-end candidate journey, from initial engagement and screening through to interview coordination, feedback management, offer delivery, and onboarding support.
• Consistently delivered a high-touch, “white-glove” candidate experience, reinforcing employer brand and maintaining strong relationships with both successful and silver-medalist candidates.
• Led detailed intake consultations with Hiring Managers to align on expectations, technical competencies, cultural fit, and business objectives, ensuring targeted and effective sourcing outcomes.
• Built strong relationships with key stakeholders, proactively promoting Talent Sourcing & Insights (TS&I) capabilities and contributing to the growth and visibility of the function through data-led presentations and market intelligence reporting.

• Worked in a sourcing role for Morgan Staley Investment Bank within their Wealth Management Division for the North America Region.

• Building client relationships with hiring managers in order to establish best results and provide a white glove service ensuring clients satisfaction throughout the hiring process.

• Using social media platforms such as LinkedIn & indeed to attract and source talent and create pipelines of candidates for future roles

• Maintaining ad response levels by reviewing resumes from applying candidates on each live role assigned to me ensuring all roles are reviewed regularly to ensure candidate application to decision time is minimal

• Conduct screening interviews of potential candidates and forward to hiring managers for review and with my recommendations on the candidate’s skillset in relation to the role

• Carry out briefing/intake calls with Hiring managers to acquire a sound knowledge of the role and gain all necessary information that will allow me to source candidates to the highest level with maximum success.

• Liaise daily with my recruiter with updates on high profile requisitions and provide their status

• Lead project of high intake role including 6week hire intervals of 20+ candidates per intake and delegating work to colleagues in order to drive workload and hit hire targets

• Ensuring all KPIs & SLAs are met monthly/quarterly/annually i.e candidate application to decision and deliver interview feedback

• Trained new members on systems, processes and stakeholder management responsibilities

• Currently overseeing Workplace Solutions project - entails delegating workload to 2 junior members, liaising with HMs for updates on sourcing, candidates numbers and target reviews (60-100 candidates per class) along with forward planning on future classes