Lawrence is a focused, ambitious, and authentic senior talent acquisition leader with extensive cross-cultural experience managing remote, geographically and global dispersed teams. He brings deep expertise in both strategic and operational high-volume recruitment, spanning early careers through to director/executive-level hiring.
His sector experience is broad, with a strong foundation in professional services, particularly consulting, engineering, infrastructure, renewables/energy, international development, oil and gas and defence.
Lawrence is adept at driving change in fast-paced, complex environments. His leadership spans ATS/CRM implementation and optimisation, employer value proposition (EVP) development, employer branding, campaign management, early careers strategy, DEI sourcing, proactive talent pooling (CRM), hiring manager enablement, and process automation.
He has successfully delivered a range of resourcing and talent attraction solutions, including high-volume project scale-ups, RPO design and implementation, offshore delivery models, and end-to-end talent acquisition transformation.
What’s a recent professional achievement of yours that you are proud of?
• Partnering with a global RPO company, successfully led, and implemented a high volume end-to-end hiring model within 3-4 weeks to deliver 250+ project hires over 3-4 months.
• Designed and delivered a combined ‘Spain’ nearshoring and ‘India’ offshoring delivery growth strategy saving the business $1m+ in business labour savings.
• Successfully implemented and co-led a talent acquisition offshore model from the UK to India achieving a 28% increase in annualised hires and £1.5 million in labour savings.
• Consistent delivery of 90%+ direct fill rate of circa 400-500+ permanent hires each year since 2015 across various sectors and countries.
• Led and initiated an apprentice (early careers) recruitment strategy in 2018 for the HS2 ‘National High-Speed Rail College’ (rebranded as National College for Advanced Transport & Infrastructure).
What is your prediction for the future of the TA industry?
I see AI becoming central to everything we do in Talent Acquisition. It is already helping us at ICF become more efficient and impactful by streamlining processes and freeing up time to focus on more strategic work with the business, and this will only continue to evolve at a pace. I also believe AI will continue to evolve how we approach our COEs, such as in sourcing, but it is really important that we keep a human-centric approach to sourcing, empathy and connection still matter.
I also believe we’ll see a stronger shift toward skills-based hiring, with AI playing a key role in identifying and matching capabilities both internally and externally, but as I mentioned before, the human touch must remain central to all of this. And finally, for me, workforce planning needs to sit firmly within TA, we should own it and lead it.
What projects are you planning on working on in 2026?
AI implementation into TA.
Workforce planning
Tech stack evolution – Potentially replacing and implementing our existing CRM (Beamery).
Early talent rotational programme design and rollout across the UK