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    • You'll own recruitment across our business: marketing, CRM, fraud, and customer service roles at our online bran; occasional club manager and corporate hires…
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Job Post Details

Coastline Gaming logo

Senior Talent Acquisition Specialist - job post

Coastline Gaming
4.1 out of 5 stars
Dublin, County Dublin
Full-time

Job details

Job type

  • Full-time

Shift and schedule

  • Monday to Friday

Location

Dublin, County Dublin

Full job description

Senior Talent Acquisition Specialist

Location: Dublin/Remote | Type: Full-time, 40 hours per week, Monday Friday

Who We Are

Coastline Gaming has been at the forefront of Irish entertainment for over 40 years. We manage Ireland's premier land-based casinos and a fast-growingonline brand. As we enter an exciting phase of expansion, we're a multi-channel, customer-obsessed company where our people and technology power world-class entertainment.

We operate through three divisions: Coastline Gaming (Shared Services), our online casino brands, and our retail clubs (Land-based).

The Role

We're looking for someone whose core strength is finding great peoplenot just processing applications that come in, but proactively sourcing candidates, building pipelines, and getting quality people in front of hiring managers.

You'll own recruitment across our business: marketing, CRM, fraud, and customer service roles at our online bran; occasional club manager and corporate hires for our retail operation; and shared services roles like finance and HR.

What You'll Do

Primary Focus (This is the job)

  • Proactive sourcing. Use LinkedIn Recruiter and other channels to identify and engage candidatesparticularly for harder-to-fill roles where the best people aren't actively looking.

  • Pipeline building. Maintain relationships with strong candidates so we're not starting from zero every time a role opens. Know who's out there before we need them.

  • Quality screening. Run first-round calls that actually filter. Design work samples and assessments that predict job success. When a candidate reaches final interview, we should be confident they can do the job.

  • Compelling job adverts. Write ads that attract the right people and reflect each brand's cultureSlotbox feels different from our retail clubs, and our hiring should show that.

  • Stakeholder partnership. Work closely with hiring managers to understand what they actually need, push back when role requirements don't make sense, and keep them informed throughout the process.
  • AI-powered workflows. Use AI tools daily to source, screen at volume, draft adverts, summarise interviews, and automate the repetitive parts of hiring.

Secondary Focus (Where you'll add value)

  • Employer brand. Improve how we appear on LinkedIn and other platforms. Help us tell a better story about working here.

  • Process improvement. Find ways to make hiring faster and smarterwhether that's AI-assisted screening, better tools, or streamlined workflows.

  • Retail hiring support. Our club managers hire their own frontline staff. You won't own those hires, but you'll act as an internal consultantreviewing their job ads, recommending process improvements, and helping them hire better.

  • Retention and onboarding input. Partner with HR to improve how we bring people on board and keep them engaged. This isn't your primary job, but good recruiters care about whether their hires stick around.

What We're Looking For

  • Proven sourcing ability. You can point to specific hires you foundnot just managed the process for, but actually identified and brought in. Experience with LinkedIn Recruiter is essential.

  • Good judgment about people. You can screen effectively and know what questions to ask. You've thought about assessment design beyond just "gut feel" interviews.

  • 3+ years agency or in-house experience at a senior level. Ideally bothagency teaches you to source and sell; in-house teaches you to care about quality and fit.

  • Self-direction. You'll work hybrid or remote with minimal supervision. You need to drive your own work, not wait to be told what to do.

  • Comfort with variety. One week you might be sourcing a CRM specialist for our online casino; the next, helping a club manager improve their cashier hiring process. You're energised by breadth, not overwhelmed by it.
  • Daily AI use. You're already using AI in your worknot curious about it, not "open to learning it." You can point to specific examples of AI tools have changed how you source, screen, or make hiring decisions. If AI hasn't yet meaningfully changed your day-to-day, this isn't the right role.

What We Offer

  • Competitive salary commensurate with experience

  • Performance-based incentives

  • Flexibility: Hybrid (Dublin-based) or fully remote

  • Career growth as we expand

  • The chance to shape how we build teams during an exciting growth phase

How to Apply

If you're a recruiter who finds great peoplenot just waits for them to applywe'd love to hear from you. Apply here!

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