Talent Acquisition Lead

At Deloitte, our purpose is to make an impact that matters for our clients, our people, and society. This is the lens for which our global strategy is set. It unites Deloitte professionals across geographies, businesses, and skills. It makes us better at what we do and how we do it. It enables us to deliver on our promises to stakeholders, while creating the lasting impact we seek.

Harnessing the talent of 450,000+ people located across more than 150 countries and territories, our size and scale puts us in a unique position to help change the world for the better—by bringing together the services we provide, the societal investments we make, and the collaborations we advance through our ecosystems.

Deloitte offers career opportunities across Audit & Assurance (A&A), Tax & Regulatory Services (TRS) and our Consulting services business, which is made up of Strategy, Risk & Transactions Advisory (SR&T) and Technology & Transformation (T&T).

Are you ready to apply your knowledge and background to exciting new challenges? From learning to leadership, this is your chance to take your career to the next level. 

 

The Talent Acquisition Lead is responsible for developing and executing an integrated
talent acquisition strategy that enables Deloitte Nigeria to attract, assess and secure
high-calibre professionals aligned with the Firm’s strategic priorities, service-line growth
plans and workforce requirements.

The role provides strategic recruitment advisory services to Partners, service-line leaders
and business stakeholders, translating workforce plans into effective sourcing, selection
and hiring strategies. It oversees the end-to-end recruitment lifecycle, graduate and
early-career programmes, employer branding, talent pipeline development and
recruitment analytics.

Key Responsibilities

Talent Acquisition Strategy and Workforce Planning

• Develop, implement and periodically review the Firm’s talent acquisition strategy in alignment with business objectives, workforce plans, budgets and approved headcount.
• Partner with service-line leaders and People Business Partners to forecast recruitment demand, identify critical skills and anticipate current and future talent gaps.
• Translate approved workforce plans into prioritized recruitment plans, hiring schedules and sourcing strategies.
• Advise Partners and hiring managers on talent availability, market intelligence, candidate supply, compensation competitiveness and recruitment risks.

End-to-End Recruitment Management

•  Lead and oversee the full recruitment lifecycle, from requisition approval and job profiling through sourcing, screening, assessment, selection, offer management and pre-employment clearance.
•  Ensure vacancies are supported by approved requisitions, current job descriptions, defined selection criteria and appropriate budget authorization.
• Collaborate with hiring managers to develop competency-based interview guides, assessment criteria and candidate evaluation frameworks.
• Coordinate interviews, technical assessments, case studies, psychometric assessments and other selection methods appropriate to the role.

Graduate Recruitment and Early-Career Programmes

• Lead the design and execution of graduate recruitment, internship, entry-level and other early-career talent programmes, including relevant NYSC recruitment initiatives.
• Develop annual campus engagement plans and relationships with universities, professional institutions and other relevant talent communities.
• Coordinate graduate assessment centres, aptitude tests, case exercises, interviews and other selection activities.
• Establish consistent, objective and transparent selection criteria for early-career candidates.

Talent Sourcing and Pipeline Development

• Develop proactive sourcing strategies using professional networks, talent databases, employee referrals, recruitment platforms, executive search and targeted market mapping.
• Build and maintain qualified talent pipelines for recurring, critical and specialist roles.
• Develop talent communities for experienced hires, leadership positions, digital and technology skills, assurance, consulting, tax, risk and other relevant disciplines.
• Establish effective relationships with universities, professional associations, industry bodies, recruitment agencies and specialist search firms.

Employer Branding and Candidate Experience

• Develop and implement an employer branding and recruitment marketing strategy that strengthens Deloitte Nigeria’s position as an employer of choice.
• Collaborate with Marketing, Communications, service-line leaders and relevant stakeholders to promote career opportunities, employee experiences and the Firm’s employee value proposition.
• Coordinate recruitment campaigns, career fairs, campus events, professional networking engagements and digital talent outreach.
• Ensure that candidates receive timely, professional and consistent communication throughout the recruitment process.

Stakeholder Management and Business Partnering

• Serve as the principal talent acquisition adviser to Partners, business leaders, hiring managers and People Business Partners.
• Conduct recruitment planning meetings to review vacancies, priorities, candidate pipelines, hiring risks and progress against agreed timelines.
• Challenge unrealistic recruitment expectations constructively and provide evidence-based recommendations on sourcing, selection and market availability.
•  Establish clear roles and responsibilities between Talent Acquisition, hiring managers, People Business Partners, Shared Services, Finance and other relevant functions.
• Escalate recruitment risks, delayed decisions, unsuccessful searches and critical hiring gaps to the appropriate leadership.
• Maintain effective working relationships with regional and global talent acquisition teams to leverage relevant methodologies, tools and talent resources.

Team Leadership and Continuous Improvement

•  Lead, coach and develop the Talent Acquisition team, establishing clear performance expectations, objectives and accountability.
•  Allocate recruitment portfolios according to business priorities, team capacity and individual capability.
•  Establish consistent recruitment methodologies, templates, interview standards and quality assurance practices.
• Promote collaboration, professional development, innovation and continuous improvement within the function.
•  Conduct periodic reviews of team performance, recruitment delivery and stakeholder satisfaction.
• Promote the Firm’s values, ethical standards, inclusive culture and commitment to making an impact that matters.

• Bachelors Degree in any Human Resource Management, Business Administration, Psychology, Industrial Relations or a related discipline, with a minimum of Second Class Lower/Lower Credit division.
• A relevant postgraduate qualification or master’s degree will be an advantage.
• Have a minimum of five credits in WASSCE Ordinary Level/NECO subjects or acceptable equivalent examination, including Mathematics and English Language in one sitting only.
•  Membership or professional certification from a recognized HR institution, such as CIPM Nigeria, CIPD or SHRM, is desirable.
• Approximately 7–10 years of relevant experience in talent acquisition, recruitment or human resources, with substantial responsibility for end-to-end recruitment.
• Demonstrable experience leading recruitment activities, managing multiple vacancies and advising senior stakeholders.
• Experience in a professional services firm, consulting environment, financial services organization or other complex, multi-business organization is strongly preferred.
• Demonstrated experience in graduate recruitment, experienced-hire recruitment and specialist or leadership searches.
• Experience using applicant tracking systems, HR information systems and recruitment analytics tools.
• Evidence of delivering recruitment improvements, managing recruitment budgets and strengthening recruitment governance.
• Prior team leadership or supervisory experience is desirable.

Our promise to our people: Deloitte is where potential comes to life.

Be yourself, and more.

We are a group of talented people who want to learn, gain experience, and develop skills. Wherever you are in your career, we want you to advance.

You shape how we make impact.

Diverse perspectives and life experiences make us better. Whoever you are and wherever you’re from, we want you to feel like you belong here. We provide flexible working options to support you and how you can contribute. Be the leader you want to be.

Be the leader you want to be.

Some guide teams, some change culture, some build essential expertise. We offer opportunities and experiences that support your continuing growth as a leader.

Have as many careers as you want.

We are uniquely able to offer you new challenges and roles – and prepare you for them. We bring together people with unique experiences and talents, and we are the place to develop a lasting network of friends, peers, and mentors. Our TVP is about relationships – between leaders and their people, the firm and its people, peers, and within in our communities.

At Deloitte, we want everyone to feel they can be themselves and to thrive at work—in every country, in everything we do, every day. We aim to create a workplace where everyone is treated fairly and with respect, including reasonable accommodation for persons with disabilities. We seek to create and leverage our diverse workforce to build an inclusive environment across the African continent.

Application Deadline: 22 October 2026

At Deloitte, we want everyone to feel they can be themselves and to thrive at work—in every country, in everything we do, every day. We aim to create a workplace where everyone is treated fairly and with respect, including reasonable accommodation for persons with disabilities. We seek to create and leverage our diverse workforce to build an inclusive environment across the African continent.

We actively support the inclusion of people with disabilities and embrace neurodiversity in the workplace. We recognise and value the unique strengths that neurodivergent individuals bring, and we are committed to creating an environment where everyone can thrive.

If you require reasonable accommodations in relation to your disability and neurodiverse needs during the recruitment process, please let us know. We are happy to make adjustments to suit your individual needs.

Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive.  Deloitte may ask the employee to carry out additional duties or responsibilities, which may fall reasonably within the ambit of the role profile, depending on operational requirements.

Be careful of Recruitment Scams: Fraudsters or employment scammers often pose as legitimate recruiters, employers, recruitment consultants or job placement firms, advertising false job opportunities through email, text messages and WhatsApp messages. They aim to cheat jobseekers out of money or to steal personal information.

 

To help you look out for potential recruitment scams, here are some Red Flags:

• Upfront Payment Requests: Deloitte will never ask for any upfront payment for background checks, job training, or supplies.
• Requests for Personal Information: Be wary if you are asked for sensitive personal information, especially early in the recruitment process and without a clear need for it. Fraudulent links or contractual documents may require the provision of sensitive personal data or copy documents (e.g., government issued numbers or identity documents, passports or passport numbers, bank account statements or numbers, parent’s data) that may be used for identity fraud. Do not provide or send any of these documents or data. Please note we will never ask for photographs at any stage of the recruitment process.
• Unprofessional Communication: Scammers may communicate in an unprofessional manner. Their messages may be filled with poor grammar and spelling errors. The look and feel may not be consistent with the Deloitte corporate brand.

 

If you're unsure, make direct contact with Deloitte using our official contact details. Be careful not to use any contact details provided in the suspicious job advertisement or email.