LOCATION: Heathrow
SHIFT PATTERN: Monday to Friday, 40 hours per week
SALARY: Competitive
If you require any additional support or adjustments during the recruitment process, please don't hesitate to contact our Recruitment Department at [email protected]. We're here to help!
ROLE OVERVIEW AND PURPOSE
The Recruiter will manage the full end-to-end recruitment lifecycle for high-volume frontline and operational vacancies, primarily PRM/PRS passenger assistance and mobility roles in airport environments. The role may also support recruitment across other aviation services and wider ABM operational functions.
Acting as a trusted partner to airport operational leaders, hiring managers and HR colleagues, the Recruiter will provide informed recruitment advice, labour-market insight and appropriate challenge. They will support workforce planning by understanding contract requirements, passenger demand, turnover, seasonal peaks, mobilisations and skills gaps, translating these into proactive recruitment strategies and talent pipelines.
Operating in a fast-paced 24/7 airport environment, the Recruiter will balance pace and volume with quality, compliance and candidate experience. Through stakeholder partnership, recruitment data and targeted attraction solutions, they will help reduce vacancies, improve time to hire and ensure teams can deliver safe, reliable passenger services.
Key Responsibilities
- Manage end-to-end recruitment for high-volume PRM/PRS passenger assistance and mobility roles, supporting other aviation vacancies as required.
- Partner with operational leaders, hiring managers and HR to understand workforce needs, passenger demand, seasonal peaks and operational priorities.
- Translate workforce plans into effective sourcing, attraction and talent-pipeline strategies.
- Lead vacancy briefings covering role requirements, shifts, pay, location, customer-service standards, vetting and airport-pass requirements.
- Advise stakeholders using recruitment data, labour-market insight and realistic hiring timescales.
- Create inclusive job adverts and source candidates through job boards, databases, social media, referrals, direct outreach and community partnerships.
- Proactively headhunt and develop talent pipelines for high-volume, recurring and difficult-to-fill aviation roles.
- Screen and shortlist candidates, assessing customer service, empathy, reliability, availability and suitability for passenger-facing work.
- Coordinate interviews, assessment events and recruitment campaigns, ensuring fair and consistent selection.
- Maintain accurate applicant-tracking records and provide clear, timely candidate communication throughout the process.
- Manage offers and work with HR, vetting, onboarding and airport teams to support candidates through checks, airport passes and start dates.
- Respond quickly to mobilisations, seasonal peaks, business growth and unexpected staffing shortages.
- Build relationships with employability providers, colleges, community organisations and other local partners.
- Monitor recruitment performance, including vacancies, time to hire, candidate sources, conversion rates and offer acceptance.
- Reduce agency reliance through direct sourcing, referrals, talent pooling and external partnerships.
- Ensure all recruitment activity complies with ABM policies, employment legislation, data protection and equality, diversity and inclusion requirements.
