About Us

At Chapter 2, we’re not just scaling businesses — we’re designing the future of work.

We build scalable talent ecosystems that empower organisations to hire smarter, faster, and with far greater strategic impact than traditional RPO models allow. Through a powerful blend of human insight, data-driven intelligence and technology-first thinking, we help companies globally solve today’s talent challenges and prepare for tomorrow’s opportunities.

With a global footprint spanning the UK, South Africa, the US, India and Europe, our team thrives on collaboration, curiosity, and innovation. Our holistic approach combines a dedicated embedded talent, best in breed technology and employer branding into organisations across all sectors.

We are relentless in our pursuit of better.
Passionate about people and the impact they make.
Honest in how we partner with clients and each other.
Loyal to our teams, our vision, and the relationships we build.
And always results-driven, because outcomes matter.

For more information, please watch the Chapter 2 Evolution 🎥🚀

https://youtu.be/Fiap-bVnscY

Hybrid role

Contract: 3-month contract with the potential to transition into a full- term contract.

We’re looking for a Talent Sourcer to join a high-volume digital, data and technology hiring function in Cape Town.

This is a fast-paced role for someone who knows how to keep recruitment moving, drive decisions and get offers over the line.

You’ll be based on-site in Claremont, working closely with the National People Operations Manager and technology hiring leaders. You’ll own the recruitment process day to day, manage the ATS in real time, coordinate multiple agency partners and build your own engineering talent pipeline.

The focus is simple: no candidate should be left waiting and nothing should get stuck in the process.

What you’ll be responsible for

Own the ATS and recruitment pipeline

• Keep every candidate, stage, note and outcome updated in real time.

• Move candidates through the process as soon as they are ready.

• Review new applications daily and respond within 48 hours.

• Maintain accurate, clean and up-to-date recruitment data.

• Close out stale records weekly so the pipeline always reflects reality.

• Manage 15–20+ live roles while maintaining a high level of accuracy.

Drive the Tuesday & Thursday feedback cycle

• Prepare CV packs and interview lists for weekly hiring manager review sessions.

• Ensure every profile and interview receives a clear decision.

• Follow up with hiring managers on outstanding feedback.

• Communicate decisions to agencies and candidates within 24–48 hours.

• Escalate any profile that remains outstanding after a review cycle.

Coordinate recruitment partners

• Act as the day-to-day recruitment contact for multiple agency partners.

• Manage submissions, feedback, briefs and role updates.

• Track outstanding CVs and ensure agencies receive timely decisions.

• Build strong agency relationships while maintaining quality and pace.

• Help agencies understand what good looks like so submissions become more targeted.

Source directly

• Search, approach and engage technology talent across engineering disciplines.

• Build your own pipeline rather than relying solely on agency sourcing.

• Screen candidates and deliver strong shortlists to hiring managers.

• Source across areas including integration, APIs, QA, web and mobile engineering.

Keep candidates moving

• Arrange interviews quickly following shortlist decisions.

• Keep candidates engaged and informed throughout the process.

• Chase references, approvals and offers through to completion.

• Identify bottlenecks before they become delays.

• Ensure successful hires are handed over to onboarding immediately after offer acceptance.

Roles you'll support

• Integration Engineer

• Senior Integration Engineer

• QA Engineer

• Web Engineer

• Mobile Engineer

• Engineering Manager

Reporting & stakeholder management

You’ll provide regular recruitment reporting to the National People Operations Manager, CTO and senior stakeholders, covering:

• Live vacancies

• Candidates by recruitment stage

• Outstanding feedback

• Interviews and progression

• Offers

• Accepted hires

• Progress against the accepted offers per month target

What you’ll bring

• Experience in technology recruitment, either in-house, RPO or agency.

• Strong sourcing and recruitment coordination experience.

• Experience managing an ATS in real time; Simplify HR experience is advantageous.

• Excellent administration and attention to detail.

• The ability to manage 15–20+ live technology vacancies without losing momentum.

• A naturally fast-paced approach — you act on things the same day.

• Experience managing or coordinating multiple recruitment agencies.

• Strong direct sourcing capability across engineering and technology.

• Working knowledge of integration, APIs, QA, web and mobile engineering.

• Clear, concise and timely communication with candidates, agencies and stakeholders.

• Strong stakeholder management skills and the confidence to challenge delays professionally.

• Comfortable working closely with an HR/People lead and operating as an extension of the internal team.

Diversity, Equity & Inclusion at Chapter 2 🌍✨

At Chapter 2, we are committed to building a diverse, inclusive, and welcoming workplace where everyone belongs. Regardless of race, ethnicity, religion, age, gender identity or expression, sexual orientation, disability, or neurodiversity, we celebrate the unique perspectives that make us stronger. We encourage applications from all backgrounds and are happy to accommodate any recruitment or interview adjustments needed to create a smooth and comfortable experience. Your individuality matters, and we believe that diverse philosophies, cultures, and experiences drive innovation and success.