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.