Appointment of Talent Acquisition Manager, Financial Services Organisation

At a Glance

• Sector – Financial Services
• Location – Sydney, NSW
• Workforce – 2,000 employees
• Service – Talent & In-House Recruitment Advisory
• Engagement – Permanent Search

The Challenge

A financial services organisation with 2,000 employees was spending heavily on agency recruitment because its in-house TA function had never moved past ad-hoc, reactive hiring, no consistent sourcing strategy, no employer brand presence, and no hiring manager training.

Our Approach

Civitas drew on the same practitioner background behind our in-house recruitment advisory work — eight years building enterprise TA functions across financial services and other regulated sectors, to identify a candidate who had built, not just managed, a function before.

The Solution

The appointed TA Manager had previously built an in-house TA function from the ground up at another financial services employer, bringing a tested playbook for sourcing strategy, hiring manager training and reporting.

Measured Impact

• Agency spend reduced by an estimated 45% within the first year
• Average time-to-hire reduced by an estimated 30%
• Employer brand presence established across key sourcing channels for the first time
• Hiring manager satisfaction with the recruitment process improved materially

Client Reflection

We stopped bleeding agency fees within months of the right person walking in the door.

Why This Matters

Rising agency spend is almost always a symptom of an in-house function that was never properly built, not a reason to keep leaning on agencies , this appointment is the clearest version of that pattern Civitas sees across financial services clients.

Related Civitas Service

Talent & In-House Recruitment Advisory