Dominic Joyce

Bauer Media Group

Talent Acquisition Lead via Maverick Otter

Senior Talent Acquisition Partner

Maverick Otter

Hey there, I'm Dominic, or Dom. Founder and Head of Talent @ Maverick Otter

I bring with me 10+ years experience in delivering recruitment and people projects within transformation, automation, integration and process improvement on a global scale across agency, RPO and in-house working with fintech, banking, financial services, online payments, and e-commerce brands from FTSE 250 companies to Start Ups and Scale Ups on a consultancy and permanent basis.

Guest Speaker & Panelist - LinkedIn Talent Connect UK | RecFest | HR Grapevine | 100+ Webinars/Live Sessions

I help companies and Founders solve recruitment and branding problems by offering services in;

🔒 Fractional Recruitment/Recruitment Projects
Looking to scale up or take on additional hires or perhaps you've recently received some funding but unsure of your hiring strategy, let me help deliver that for you.

🔒 Personal Branding
How to grow your network and followers organically through engaging and thought provoking content.

🔒 Recruitment Marketing & Content 
Are you tired of seeing “An exciting opportunity” job post but don’t know what to write? Let us help your content stand out.

🔒 Process Improvement 
Are you running legacy processes and taking months to hire people, it’s 2024 and good talent doesn’t wait around whilst you fumble through your hiring process, let us help.

🔒 Workshops 
Need targeted, hands-on training sessions to upskill your team? We offer tailored workshops in all areas of recruitment to ensure your team is on the cutting edge of recruitment practices.

🔒 Integration, AI & Recruitment Tools
Worried about the impact of AI, or you just want to set up your business for success with the latest tech and software. We got you!

🔒 EVP & Employer Branding
Very few companies communicate their EVP, display their benefits or effectively drive their employer brand on this platform.

Founder

Adaptor

Joined Adapator in an Advisor role to consult and advocate for Adaptor at industry events, sharing insights on social media, and helping to grow their network through referrals and introductions.

Advisor

Travelex

Member of the Senior Leadership Team hired to rebuild the Talent Acquisition function after the pandemic which saw mass layoffs across the business including the Talent Acquisition Team, Part of the rebuild focused around redefining processes, building, and embedding innovative recruitment marketing strategies, and driving employer branding. The long-term vision was also to re-establish Travelex as a desirable employer that created an exceptional candidate experience and an even better employee experience. Business objectives were to improve staff attrition, create a best-in-class talent management process and pipeline, implement, and integrate technology to enhance the recruitment, selection and hiring process and drive applications to meet ambitious hiring plans globally. Supporting globally with employer branding, hiring strategy and recruitment marketing initiatives across EMEA, APAC, and ANZ, collaborating with C-suite management to align the recruitment strategy with business objectives and goals.

Head of Talent Acquisition

CVUpgrade

𝐏𝐫𝐨𝐯𝐢𝐝𝐢𝐧𝐠 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐂𝐕, 𝐂𝐨𝐯𝐞𝐫 𝐋𝐞𝐭𝐭𝐞𝐫 & 𝐋𝐢𝐧𝐤𝐞𝐝𝐈𝐧 𝐖𝐫𝐢𝐭𝐢𝐧𝐠 𝐒𝐞𝐫𝐯𝐢𝐜𝐞𝐬

🌟Over 500 Satisfied Clients🌟
🌟Number 1 Rated Career Coach on Trustpilot🌟
🌟Top 3 Rated CV Writing Service on Trustpilot🌟

CVUpgrade was created to offer an affordable yet professional CV Writing Service. We cater to all aspects of CVs and Cover Letters. Whether you're looking for your CV to be re-formatted or re-written, or perhaps an engaging and eye-catching Cover Letter. CVUpgrade can take your CV to the next level and help it stand out from the crowd. 

We offer such services as;

⭐️CV re-writes/re-formats/designs/templates
⭐️Cover Letters
⭐️LinkedIn account re-write and optimisation
⭐️Interview preparation and support
⭐️Career Coaching

We've glowing testimonials from all our customers and take great pride in what we provide as a service.

Take a look at the website now for further details;

Founder | CV Writer & Career Coach

Klarna

Hired to upscale up recruitment within the GTM, Technology & Data competence by implementing new recruitment processes and a candidate assessment centre to accelerate volume hiring across the USA, UK, and EU. Managing a team of 20 positioned across the UK, USA & EMEA, responsible for managing stakeholder and candidate relationships to ensure all open roles are filled with the right talent. Partnered with other areas of the business including Org Development, Marketing and Employer Branding on additional projects such as the reformatting of the recruitment process and restructuring of the hiring steps, improved content communicated to candidates, created content on the Klarna careers page and built and delivered a LinkedIn workshop to TA members and senior stakeholders on the importance of personal branding and engagement on the platform to increase brand and vacancy visibility.

Achievements

✔ Led the team to a record 263 hires for Q4 taking the total hiring for the competence to 754 hires in 2021, which was 25% of all employment in 2021.
✔ Scaled up the team from 5 to 30 Recruiters and Coordinators by hiring a mix of experience and geographical knowledge and put individual goals for each team member to achieve in line with their development targets.
✔ Played a leading role in defining and establishing a Junior Talent/Early Careers programme across the business, with the programme going live in Germany this summer.
✔ Trained 5 Talent Coordinators to move into Recruiter roles and supported and nurtured 4 Recruiters to move into Senior Recruiter roles within different competencies across Klarna.
✔ Collaborated with Employer Branding and Marketing Teams to build and deliver effective recruitment marketing campaigns targeting hard-to-fill locations such as the DACH region and the USA that overachieved on all KPI metrics and forecasts
✔ Reduced the time to hire to an average of 23.8 days across the competence vs a Klarna average of 45.2 days

Global Talent Acquisition Manager - GTM, Product, Tech & Engineering

Ericsson

Working on behalf of RPO, Korn Ferry, to manage the TUPE of recruitment operations from Pontoon Solutions over to Korn Ferry. Supported Recruiters with training around new systems, processes, and procedures and ensured all systems were embedded and Recruiters and Managers fully prepared before the go-live date. Ran workshops and training sessions around each unique software and platform, from ATS, HRIS, and Recruitment databases to internal applications to support hiring.

Senior Recruitment Project Manager - UKI & Nordics - FTC

Redington

Reported to the Head of Talent & Discovery and contracted to oversee the hiring of 50 employees in the first half of 2021 across Tech, IT, Digital and Marketing as Redington entered a period of growth, looking to increase their headcount by 25%. Accountable for an HR and Recruitment Administrator to support the scheduling and onboarding of all new employees. Ran and attended Senior Leadership Workshops to discuss and strategise the hiring roadmap for 2021, highlighting areas of focus and making recommendations to achieve objectives and resource demand to ensure all hires were made within budget and forecast.

Achievements

✔ Streamlined a hiring process for Contract Software Developers as the initial five steps process, including a coding test, took 2-3 weeks to complete, and lost candidates to other offers. Combined interview slots and condensed the process into three stages, meet the team, code tests, and meet the Head of Development and CTO. 
✔ Redefined the shortlisting and hiring process by having all members of the business function where the vacancy was to view applications and interview potential employees. All team members were subsequently involved in the hiring process, but also, candidates had the opportunity to meet with their team should they be successful. This method received great feedback from candidates and employees/stakeholders.
✔ Achieved the target within five months, one month ahead of the project hiring roadmap, so focused on reviewing, simplifying, and streamlining other recruitment processes for the last 30 days to improve candidate experience and hiring efficiency. 
✔ Received glowing feedback from Senior Marketing Directors for the swift and efficient hires of 3 pivotal roles within their team where recruitment agencies had failed previously - (Senior Graphic Designer, Copywriter & Digital Marketing Manager).

Vice President of People - Tech, Engineering & Data

HSBC

HSBC is one of the world’s largest banking and financial services organisations. We serve around 38 million customers through four global businesses: 

➢ 𝗖𝗼𝗺𝗺𝗲𝗿𝗰𝗶𝗮𝗹 𝗕𝗮𝗻𝗸𝗶𝗻𝗴
➢ 𝗥𝗲𝘁𝗮𝗶𝗹 𝗕𝗮𝗻𝗸𝗶𝗻𝗴 𝗮𝗻𝗱 𝗪𝗲𝗮𝗹𝘁𝗵 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁
➢ 𝗚𝗹𝗼𝗯𝗮𝗹 𝗕𝗮𝗻𝗸𝗶𝗻𝗴 𝗮𝗻𝗱 𝗠𝗮𝗿𝗸𝗲𝘁𝘀
➢ 𝗚𝗹𝗼𝗯𝗮𝗹 𝗣𝗿𝗶𝘃𝗮𝘁𝗲 𝗕𝗮𝗻𝗸𝗶𝗻𝗴

Our network covers 66 countries and territories in Europe, Asia, the Middle East and North Africa, North America and Latin America. 

With around 3,800 offices worldwide, we aim to be where the growth is, connecting customers to opportunities, enabling businesses to thrive and economies to prosper, and ultimately helping people to fulfil their hopes and realise their ambitions. 

HSBC is listed on the London, Hong Kong, New York, Paris and Bermuda stock exchanges

Working within RBWM (Retail Banking Wealth Management) my specialisms include the recruitment within Retail Banking, Contact Centres, Customer Value Management and Digital. I have been responsible for bringing some of the top talent in to the HSBC teams including ;

➢Senior Product Managers within Mortgages, Current Accounts, Credit Cards, Investments, IT, Technology and Digital
➢Data Analysts, Data Scientist, Business Analysts, Solutions & Data Architects
➢Business Development Intermediary Managers and Key Account Managers
➢Contact Centre Mangers, Area Directors and Branch Managers
➢High Net Worth Premier Client Managers, Premier Relationship Managers, Retirement Advice Specialists and Technical Tax Managers
➢Business Performance Managers, Performance Analytics Managers and Change Managers
➢Customer Insight and Performance Managers, Wealth Coaches and Complaints Managers 
➢Qualified Mortgage Advisors, Premier Relationship Officers and Customer Service Advisors

I am always keen to widen my network so do get in touch if you would be interested in a role with HSBC or take a look at the current vacancies we have on our careers page.

Senior Recruitment Lead - Tech, Engineering & Data

DigiGroup

I oversaw all recruitment within Digi Group covering corporate functions to field-based engineering roles. Specialising in the Gas, Electrical, CCTV and Security Engineering sectors.

I joined DigiGroup with the task of bringing recruitment in-house and developing an employer brand to irradicate agency spend and grow the business and increase market share.

✔Six-figure savings in recruitment costs through direct hiring
✔Significant reduction in agency usage - at reduced placement fees to drive further savings
✔Implemented a new recruitment ATS
✔Negotiating competitive rates with job-boards and agency suppliers
✔Helped the company grow in size by increasing the employee numbers by 50%

Talent Acquisition Manager

Head of Talent Acquisition @ Travelex | Content Creator | Guest Speaker | Panelist | Podcast Host | Dad | Coffee Snob | Loves an Analogy | The People’s LinkedIn #TopVoice | VIEWS ARE MY OWN!

Hey there,

I'm Dominic, or Dom. Founder and Head of Talent @ Maverick Otter

Linkedin TopVoice 2024 - Careers & Job Search Strategy | Panelist & Guest Speaker | Content Creator & Writer | Thought Leader | Personal Branding & Careers Coaching |

I bring with me 10+ years experience in delivering recruitment and people projects within transformation, automation, integration and process improvement on a global scale across agency, RPO and in-house working with fintech, banking, financial services, online payments, and e-commerce brands from FTSE 250 companies to Start Ups and Scale Ups on a consultancy and permanent basis.

Expert content creater and writer within the careers, recruitment and job search space. My content has been shared across many publications including LinkedIn News, BBC News, BBC NewsBeat, and DailyMail. 

Guest Speaker & Panelist - LinkedIn Talent Connect UK | RecFest | HR Grapevine | 100+ Webinars/Live Sessions

When I say I've recruited for pretty much all roles out there I'm not far off! Throughout my career I've probably viewed over 𝟭𝟬𝟬,𝟬𝟬𝟬 CVs. I've also dedicated thousands of hours to screening and interview to ensure companies get access to the best talent on the market.

🔒 Fractional Recruitment/Recruitment Projects
Looking to scale up or take on additional hires or perhaps you've recently received some funding but unsure of your hiring strategy, let me help deliver that for you.

🔒 Personal Branding
How to grow your network and followers organically through engaging and thought provoking content.

🔒 Recruitment Marketing & Content 
Are you tired of seeing “An exciting opportunity” job post but don’t know what to write? Let us help your content stand out.

🔒 Process Improvement 
Are you running legacy processes and taking months to hire people, it’s 2024 and good talent doesn’t wait around whilst you fumble through your hiring process, let us help.

🔒 Workshops 
Need targeted, hands-on training sessions to upskill your team? We offer tailored workshops in all areas of recruitment to ensure your team is on the cutting edge of recruitment practices.

🔒 Integration, AI & Recruitment Tools
Worried about the impact of AI, or you just want to set up your business for success with the latest tech and software. We got you!

🔒 EVP & Employer Branding
Very few companies communicate their EVP, display their benefits or effectively drive their employer brand on this platform.

I’m delighted to announce…

I’ve survived School Holidays 🙌🏼 

I won’t lie, times were tricky, early starts and late finishes in between entertaining an inquisitive 7 & 1/2 Year Old…

But we got it done and Ava starts Year 3 next week and is one more year towards secondary school and being a teenager 😢

Highlights of School Holidays…

🙃 Ava - “Dad, what’s puberty?” 😬
🫠 “Daddy I wish you were skinnier so I could hug you better” 
😮‍💨 My Outdoor office set up - pic in last Friday post
🐶 Caught so many sunsets on our dog walks around my happy place (Virginia Water Lake)
🏰 Ava no longer wants to wear Disney clothes as she’s too old now. (Knife through my heart)
🥰 Wholesome days out, activities and movie nights

Feedback from Ava was tough but fair…

“I had lots of fun, but you do talk a lot on the phone Dad when I want us to play together”

Last year I had no job, and although I had all that free time I was distracted with worry and fear about providing for her.

Fast forward 12 months and I was able to gain a healthy balance and ensure I was present as a father and as a colleague.

Thanks to Kyro Murray for allowing me to work flexible and still deliver. Having a supportive boss is definitely one of the most underrated factors when looking for a new job or picking an employer.

Happy Talent Acquisition Day!

12 years in this game — agency, RPO, internal — and I’m still here. Still standing, still sourcing, still explaining to hiring managers why “rockstar unicorns” don’t exist outside of LinkedIn job posts.

Dragged into recruitment in 2014 by Jamie Trick at Sheldon Phillips Ltd (cheers, mate, you owe me therapy), I’ve since hopped through the good, the bad, and the “oh dear god why did I take this job” companies. 

And I’m thankful for all of them. Because calm waters don’t make expert sailors… and toxic waters make you very good at spotting 🚩🚩.

Thinking of a career in recruitment? Do it. But check your values first.

Agency life is not Rolexes, skinny suits, and shouting “YOLO” in a Dubai nightclub. It’s KPIs, resilience, and explaining (again) why “just find me someone cheaper” isn’t a sourcing strategy.

RPO life?
It’s recruitment’s awkward middle child. You’re not quite agency, not quite internal  more like the tenant who lives in the house but doesn’t own the keys.

One day you’re the “strategic partner” bringing market insights and slick dashboards. The next, you’re basically an extra pair of hands blamed for slow hiring, broken systems, and why Dave from Sales didn’t get feedback fast enough.

The upside? You get a front-row seat to how a business really works.
The downside? You’re constantly explaining who you actually work for… and watching people still get it wrong.

Internal recruitment? Whole different circus.
Less Rolexes, more requisition forms. You’ll juggle candidates who vanish into thin air, HR systems that feel like they were built on Windows 95, and endless debates about “culture fit” vs. “culture add.”

The upside? You actually get to shape something meaningful. The downside? Suddenly everyone in the business thinks they’re a talent expert the moment you hit “post job.”

For the record: I don’t have a degree. And you don’t need one to succeed here either.
Dear job descriptions demanding a degree and 7–10 years of experience:

“Ok, hun. But what’s the actual relevance? 💁🏻‍♂️”

I’ve got too many people to thank along the way, you know who you are. But if I’ve ever nicked your Boolean string, stolen your best interview question, or copied your outreach template… consider this my public thank you

Will I still be here in 12 years?
By then I’ll be flirting with 50, hopefully living off the royalties of my book instead of job specs and intake calls. Retired, sipping cocktails, pretending I always had a “master plan.”

And if I am still here? Then at least may I look as suspiciously youthful as my LinkedIn profile pic suggests. 😅

No alternative text description for this image

THE BEST CAREER ADVICE I LEARNED FROM DIVORCE

Not from a TED Talk. From therapy receipts, soul searching, and a very honest mirror where I had difficult conversations with myself.

1️⃣ LEAVE EARLIER

If hope is doing all the heavy lifting, pack a bag.

Work corollary: if you wouldn’t start this job again today, don’t keep renewing the vows “for the benefits.”

How to act: set a Quit Date with criteria.

📊 If scope isn’t documented and workload isn’t prioritised by [date],then I’ll begin interviews and stop over-functioning.

Dread is data. Three consecutive “Sunday Scaries”? That’s not a mood; that’s a metric.

2️⃣ COMMUNICATE NEEDS

Mind-reading is not a benefit at home or at work.
Say the quiet part out loud: scope, support, salary, sanity.

Try:

🗣️ “I can deliver X by Y if I have Z (focus time, resources, decisions).”
💭 “This responsibility is a level up can we align comp/title to match?”
Requests aren’t ultimatums. They’re the user manual for working with you.

3️⃣ STOP FIXING

You’re not the glue. If your effort is the only thing holding it together, you’re not in a partnership, you’re in repairs.

Fence vs Foundation Test: if you step back and the whole thing collapses, it was already broken.

Boundaries don’t end relationships; they reveal them.

Bonus divorce-to-work translations

💔 Love bombing ≈ hiring hype. “Rocket ship! Family! Unlimited potential!” → Ask for roadmaps, not romance.
🔧 Repair beats romance. Real test isn’t the offsite; it’s how leaders handle conflict, say sorry, and change behaviour.
📝 Document everything. Agreements in writing stop “But I thought” from becoming the company vision.

Make it practical this week;

✍️ Write your 3 non-negotiables at work (e.g., clear scope, sustainable pace, respectful comms).
📕 Book one needs conversation: what you want, by when, and what support it requires.
📅 Define a Quit Date + criteria. Put it in your calendar. (You don’t need to use it you need to have it.)

Careers and relationships run on the same OS: clarity, mutuality, boundaries.

Divorce didn’t make me cynical; it made me precise.

Q: What non-career experience shaped your career decisions?

#careeradvice #leadership #workculture #boundaries #growth

Monday Musings; AI can write poetry, sonnets, and probably a better break-up text than half of us ever managed.

Yet recruitment agencies? Still running the same dusty outreach template they’ve been flogging since the Blackberry Bold.

And yes, I had 12 last week that would have looked identical if you placed them in a police line up! Each time I start to read it, I know what’s coming, what’s going to happen and how it’s going to end… YET IT DOESN’T END.. it keeps going.. pretty much like the Fast & Furious franchise. 

You know the script:

👉 “Hi [FirstName], we’re award-winning”
(translation: we bought that award by sponsoring the event).

👉 “We’re different from everyone else”
(translation: here’s the same cookie-cutter message as the 47 others in your inbox).

👉 “We’ve got the perfect candidate for your business”
(translation: they’re also “perfect” for any other business with a chequebook).

👉 “Let’s have 20 minutes where we tell you how great you are and why you need to work with us”
(translation: I need to hit my meaningless KPI for ‘meetings booked’ this week).

👉 “This message is all about you”
(translation: this message has been entirely about us).

👉 “We’re true partners, not transactional”
(translation: please sign this 20% fee agreement ASAP).

👉 “We go the extra mile”
(translation: we sent the same CV twice and changed the font).

Here’s the reality:

With AI, automation, in-house TA teams, and recruitment tech evolving faster than you can say “ChatGPT wrote this,” there’s less and less reliance on agencies.

Only the strong will survive.

Not the ones spamming LinkedIn with carbon-copy DMs.
Not the ones selling KPIs instead of value.
Not the ones bragging about “differentiation” while being exactly the same.

The agencies that will last? 

The ones doing something revolutionary.
Building communities, not databases.
Solving real business problems, not just flogging CVs.

Adding humanity, strategy, and creativity in a space where tech is already eating the admin work.

AI is raising the bar. Clients are raising the bar. Candidates are raising the bar.

So if you’re not raising yours… don’t expect to be here in 5 years.

Thoughts?

Monday Musings; Starting over or moving on when you’re no longer happy or valued feels like jumping out of a plane without checking if the parachute’s packed properly.

Career, relationship… sometimes both at once. Terrifying, right?

But here’s the kicker: if you’re even thinking about starting over, you’ve already woken up to the fact you’ve been sleepwalking through life.

Autopilot. Comfortable. Complacent. Numb.

Like a bad Netflix series you’ve watched three seasons of out of habit.

I call it the career–relationship parallel. Both come with the same red flags, excuses, and “maybe it’ll get better” delusions. Spoiler: it usually doesn’t.

That’s why I wrote Parallel Pursuits (out this year).
Not a self-help book. Not a career guide. Not a dating manual.
Think of it more like a slap in the face with a wet fish. Annoying, uncomfortable, but exactly what you needed.

Case in point: I sold a house, bought a house, finalised a divorce, and got made redundant all in the same two weeks.
Was I broke? Yes.
Was I happier? Also yes.
Because starting again gave me something comfort never did… actual joy.

Now 2 years later, my daughter Ava is thriving in two happy homes, me and her mum co-parent like pros, and I landed the best role of my 12-year career.

So here’s the blunt truth:
If you’ve tried everything to fix a dead career or a dead relationship and nothing changes, pull the plug.

Reset. Restart. Rebuild.

Life is too bloody short to wake up next to someone you don’t love or log in every morning to a job that makes you want to close the laptop forever.

(Video representation of going somewhere that gives you growth - How good of a series was Boy Meets World)

How To Help People On LinkedIn Looking To Share Their Content Fair And Wide - STOP COMMENTING "CFBR" or "Comment For Better Reach" 

According to Rishi Jobanputra - Sr Director of Product Management at LinkedIn.

Either react with their post and/or share/repost with your own network to help amplify their message. 

This is really helpful for people announcing they're looking for work, struggling to find work, or are seeking real help due to financial or personal struggles.

Happy Friday People!

LinkedIn; I Need Your Help & Honest Opinions

I’m in the process of designing my book cover for ‘PARALLEL PURSUITS’ and have uploaded a few mock ideas of what I think it could like. 

This is where you come in…

I want your feedback.. be honest, critical if needs be. You can’t offend me, I’ve worked in recruitment for 12 years and been called every name under the sun.

You’re hopefully going to be my target audience when I release it and it’s got to look good on your book shelves, office desk, bathroom shelves and in hopefully all good book stores across the globe 🌍 

Images 1-5, drop you thoughts in the comments below… 

Feel free to design your own if you’re feeling creative and drop it in the comments 😌

There may be a part two if you guys tear these apart 😅 and back to drawing board!

Join me for an Unboxing Video from the gang at Metaview 

Shout out to David McDonald and the OG Siadhal Magos for this package…

Great product, even better people 🙂

I see all these whippersnappers on YouTube unboxing stuff and getting paid thousands.
Or these kids unboxing and playing with toys to their millions of viewers.

We’ve all gotta start somewhere 😅

If you want me to do an unboxing video with your merch then shoot me a DM for my address… size XXL 😉

(If you don’t ask you don’t get in this life - Closed mouths don’t get fed)

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