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-growing online 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 people—not 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 brand; 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 candidates—particularly 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 culture—Slotbox 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. 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 smarter—whether 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 consultant—reviewing 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 found—not 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.Agency or in-house experience at a senior level. Ideally both—agency 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. What We OfferCompetitive salary commensurate with experiencePerformance-based incentivesFlexibility: Hybrid (Dublin-based) or fully remoteCareer growth as we expandThe chance to shape how we build teams during an exciting growth phase How to Apply If you're a recruiter who finds great people—not just waits for them to apply—we'd love to hear from you. Apply here or send your CV to (email protected).