When someone's left, roles are piling up, or you need to hire fast.
I'm Karimah, an interim Talent Acquisition Partner based in London. I join your team, headhunt for the roles that won't fill themselves and keep hiring moving, for as long as you need me. I can usually start within a week.
Recent and past hiring for
Uber · Moneybox · Ipsen · Zapp · BGC Group · URW · Dotdigital
Need someone this week?
If hiring is stuck right now, pick a time and we'll talk.
No form, no back and forth. Choose a slot that suits you and I'll tell you straight away whether I can help, and how quickly I could start.
What I get brought in for
Three situations, three ways to work together
Interim cover
When: someone in your TA team has left, is on leave, or you're still hiring their replacement.
What I do: pick up their roles, pipelines and hiring managers in the first week, keep everything moving and hand over properly at the end.
Usually: rolling monthly, with two weeks' notice either way.
Like at Zapp, where I kept hiring going after a recruiter and the Director of People & Culture both left.
Portfolio takeover
When: you've got a stack of specialist or senior roles that nobody has time to work properly.
What I do: review every role in week one, push back on briefs that won't work, headhunt and run each process through to offer.
Usually: a set period of 8 to 12 weeks, full-time or two to three days a week.
Like at Ipsen, where I took on around 30 Digital & IT roles across the UK and France.
Hiring sprint
When: you need a lot of people by a set date, for a new team, a new site or a graduate intake.
What I do: plan the campaign, attract and screen, run interviews in batches and get offers out.
Usually: a fixed scope and fee, agreed up front.
Like at Moneybox, where I delivered 24 Customer Operations hires in under half the planned time.
Hiring process slowing you down? I also do short process resets: briefing forms, interview stages, ATS clean-up and hiring manager guidance. It can sit alongside any of the above, or be a small first piece of work.
Headhunting
The people you need usually aren't applying
Headhunting is the part of the job I enjoy most. I map the market, go after people who aren't looking and have the conversations that get them interested. It's built into everything I do, not an extra.
The role nobody could fill
At Ipsen, a senior Cloud Services hire had been open for over six months. I headhunted the person they called a perfect match.
Senior tech and product
Head of Product and Senior Web Engineering Lead at Moneybox. Cloud, cybersecurity, data and AI roles at Ipsen.
Specialist finance and technical
Head of Accounting and Technical Manager searches for URW across London, Sweden and the Netherlands.
How I search
LinkedIn Recruiter, Boolean, GitHub, talent mapping and referrals.
Roles I recruit for
From entry level to C-suite, across the UK, Europe, North America, the Middle East and Africa
Technology & engineering
Product & digital
Commercial
Finance & corporate
Operations & high volume
Early careers
Working with hiring managers
Good hiring is mostly good conversations with the people hiring
I've partnered with everyone from first-time managers to directors and global leaders across different countries. I'm comfortable pushing back when a brief isn't realistic, and I keep people updated so they're never chasing me.
Getting the brief right
At Ipsen I challenged briefs where expectations didn't match the market, and held regular reviews with senior global leaders across the UK and France.
Earning trust quickly
At Zapp I earned the trust of senior leadership while the People team changed around me, and coached hiring managers on interviewing.
Keeping everyone informed
At Uber I built hiring plans with regional leaders and gave them regular pipeline reporting across six markets.
Recent work
What happened, what I did, how it went
Zapp · Talent Partner · 2025
Keeping hiring going through a team shake-up
A recruiter left without a handover, then the Director of People & Culture who'd brought me in left three weeks later. I took on hiring across six functions, from entry level to C-suite, and fixed the process along the way.
Result: Interview stages cut from more than five to three.
Ipsen · Talent Acquisition Partner · 2026
Taking over a specialist tech portfolio
Around 30 live and new Digital & IT roles across the UK and France, from cloud and cybersecurity to architecture and leadership. Some were mid-process, some needed a new search.
Result: Filled a senior Cloud Services role that had been open for over six months.
Moneybox · Talent Partner · 2025
A volume campaign alongside senior tech searches
A 24-person Customer Operations campaign, running in parallel with searches for a Head of Product and a Senior Web Engineering Lead.
Result: 24 hires in under half the planned time.
Uber · Talent Acquisition Specialist · 2021 to 2023
High-volume hiring across six markets
Brought in on a short contract during rapid growth across EMEA, covering the UK, Poland, Portugal, Ireland, Saudi Arabia and South Africa. The contract was extended.
Result: 150+ hires across operations, data and tech.
"In a fast-paced environment with a lot of ambiguity, she was the steady hand we needed. Karimah earned the trust of our senior leadership by consistently delivering quick, high-quality hires for critical roles."
"It quickly became clear we needed her permanently. Karimah is the trusted partner you can always count on."
"I truly appreciated your energy, commitment, and engagement in helping us identify the best candidate. Your involvement made a real difference."
"Your responsiveness, professionalism, and partnership have been greatly appreciated and have contributed significantly to our recruitment efforts."
How it works
Straightforward, and you deal with me
1
A short call
You tell me what's going on: the roles, the team and what's getting stuck.
2
Agree the scope
Which roles, how many days a week, for how long, and what good looks like.
3
I start
Usually within a week. You get regular updates on every role.
4
Clean handover
When we finish, every pipeline and open decision is written up for whoever picks it up.
What to expect
How much of my time will you need?
A 30-minute handover and access to your ATS. After that I run the roles and send you a short update each week. You won't need to manage me.
Do you work in our systems?
Yes. Your ATS, your inbox, your employer brand. To candidates, I'm part of your team.
What about agencies already on some roles?
That's fine. I'll work alongside them, keep track of who's submitted whom, and tell you honestly where they're adding value.
Can it be part-time?
Yes. Two or three days a week works well for a set group of roles.
How does pricing work?
A day rate for interim cover, or a fixed fee for a set piece of work. No placement fees, no long contracts, no surprises. I'll send you a clear quote within a day of our call.
About me
Nine years in recruitment, mostly in the busy bits
I've worked in agency and in-house recruitment across tech, fintech, financial services, pharma, SaaS and property. Most of that time I've been the person brought in when hiring needs attention quickly.
I've hired across the UK, Europe, North America, the Middle East and Africa, from BDRs and customer operations teams to senior product, engineering, finance and leadership roles.
I'm happy in whatever system you use: Teamtailor, Lever, Greenhouse, Workday, iCIMS, HiBob and more.
Tell me what's going on
A few lines is fine. I'll reply the same day and we can work out whether I'm the right fit.
Book a 15-minute call