Company: MSP Education Group
About Us: MSP Education Group is building a new category in education: a global ecosystem combining high-performance academic support and versátil micro-schools. The Role This is not a traditional HR position. We are not looking for someone whose primary focus is employee relations, payroll, onboarding or day-to-day HR administration. Instead, we are looking for someone who enjoys solving operational challenges through planning, structure, execution and data.
Rather than reacting to vacancies, you will build the workforce planning and recruitment engine that allows the organisation to grow predictably. This role works directly with senior leadership across all business units and will play a key role in helping the company scale efficiently.
The objective is to eliminate recruitment emergencies before they happen. You will create the planning, forecasting and recruitment systems that ensure every department has the talent it needs—without unnecessary hiring, last‑minute recruitment or constant staffing shortages.
Key Responsibilities Workforce Planning Develop workforce planning models across all business units. Build capacity planning models to support business growth. Talent Acquisition Build continuous recruitment pipelines instead of reacting to vacancies. Develop relationships with universities,



teacher communities and professional networks. Create proactive recruitment campaigns throughout the year. Recruitment Performance & Operational Analysis Recruitment should never be based solely on requests. Analyse recruitment bottlenecks.
Challenge hiring requests using data.
Build recruitment dashboards and KPIs.
Continuously optimise recruitment processes.
Standardise recruitment processes.
Improve recruitment automation where appropriate.
Develop workforce planning systems capable of supporting international expansion.
Build a workforce planning model for the entire organisation. Significantly reduce recruitment lead times. Reduce emergency recruitment. Introduce meaningful recruitment KPIs and reporting. Help management make better hiring decisions using data.
What does the data tell us? Workforce Planning Talent Acquisition Recruitment Operations Operations Business Operations Project Management Scaling SMEs or high-growth organisations Experience within education is beneficial but not essential. Key Performance Indicators Your success will be measured by outcomes such as:
Emergency recruitment rate
Recruitment conversion rates
Quality of hire
Recruitment process efficiency
This is far more than a recruitment role.

📌 Talent Acquisition Specialist Full or Part Time (Arbo)
🏢 TutorASAP High Performance International Study Centre
📍 Arbo