IHR Live - In-house Recruitment
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About this event
IHR Live London 2026 – In-house Recruitment Event Overview ( #LiveLDN26 )
Event basics
- Event name: IHR Live London 2026 – In-house Recruitment ( #LiveLDN26 )
- Date: 22 September 2026
- Time: 09:00 – 17:00
- Venue: Business Design Centre
- City & country: London, UK
What the event is (in the event’s own positioning)
IHR Live London 2026 is presented as the ultimate one day exhibition for in-house recruiters and TA professionals. It is designed for talent acquisition leaders and hiring teams that want practical ideas they can apply immediately—supported by six stages of content, hands-on workshops with practical takeaways, and an exhibition showcasing innovative suppliers.
The event theme—“the future of hiring”—is reinforced through topic themes that cover candidate experience, recruitment operations, automation, assessment and talent intelligence, as well as workforce planning and cross-stakeholder alignment.
1️⃣ Who attends (buyers / attendees)
This event is built primarily for in-house recruiting and talent acquisition professionals, meaning the strongest attendee-fit is typically found on the employer side (rather than pure external agency-only hiring).
Likely buyer/decision-maker attendee group themes (based on the programme topic areas):
- Talent Acquisition leadership: heads/directors/managers of talent acquisition and resourcing
- Recruitment operations & hiring process owners: operational leaders responsible for scalable hiring engines
- Recruiting strategy & employer brand owners: those tasked with shaping employer brand touchpoints throughout the journey
- Assessment and candidate experience owners: leaders focused on assessments, confidence-building, and trust
- Workforce planning and talent intelligence users: professionals using data to improve hiring decisions and connect hiring demand with business needs
- Global/market hiring support roles: professionals overseeing multi-market hiring journeys and candidate care
- TA technology and workflow optimisers: teams investigating recruitment automation, assessment tooling, and process redesign
2️⃣ Where the show is happening + attendee geographic origin
The event is held at the Business Design Centre in London, UK. Because it is a single-day event focused on in-house TA communities, the attendee base will commonly include: (a) UK-based recruitment and people/talent leaders, and (b) those from across the UK who travel into London for industry programming and supplier discovery.
The speaker line-up includes multiple global and internationally oriented talent acquisition profiles, suggesting that the content is not restricted to a single local employer type, and that some attendees may represent organisations hiring across more than one market. However, the event text provided does not publish an exact stated percentage of international versus domestic attendee origin.
3️⃣ Audience reach (local / national / global)
IHR Live London 2026 is best characterised as a UK-focused event with a strong professional network draw. It sits in a London venue, runs as a one day format, and targets in-house TA practitioners—so its practical reach is typically local-to-national within the UK for attendance convenience, while the programme themes (candidate care across markets, global hiring support, and AI in assessment) indicate global relevance in terms of ideas and tooling.
We should treat it as a UK recruiting & TA industry day with internationally informed content, rather than a fully international, multi-day global conference (based only on the information provided).
4️⃣ Sample buyer company names (buyers only) + websites
The official event text provided does not list exhibiting supplier companies or partner/employer brands. To build a buyer list with high confidence, we need the client’s target geography, deal size, and exact product category fit, because the “best buyers” can shift heavily depending on what a client offers (for example: assessment platforms vs ATS workflow services vs automation tools).
If we receive your client website URL, we can shortlist the most relevant employer and talent-adjacent buyer types and then map them to a list of target accounts. Below, we are intentionally not guessing specific buyer company names from the event text, since no buyer list is published in the content provided.
5️⃣ Job profiles, industries & event type
Event type
- In-house recruitment / talent acquisition exhibition and learning event
- Conference-style content: six stage sessions
- Workshop format: hands-on sessions with practical takeaways
- Supplier exhibition: discovery-focused exhibition for innovative hiring solutions
Job profiles to target (from the programme topics)
- Talent Acquisition Director / Head of Talent / Talent Acquisition Manager
- Recruitment Operations leaders (recruiting operations, scalable hiring engines)
- Resourcing / Workforce Planning owners (connecting hiring demand with business needs)
- Employer Brand and Candidate Journey owners (brand touchpoints, candidate confidence, trust rebuilding)
- Assessment and Selection leaders (turning assessments into brand moments, AI in assessment)
- Recruitment Automation owners (doing more with leaner TA teams)
- Talent Intelligence / HR Analytics users (using data to make better hiring decisions)
- Global Talent Acquisition leadership (improving candidate care across markets)
- DEI / Neurodiversity-related TA practitioners (hidden talent, overlooked and non-traditional candidates)
Industries (best-fit categories)
Because this is an in-house recruitment event, the buyer-facing industry fit typically spans organisations that actively hire at scale, run structured hiring processes, and have measurable workforce planning and assessment workflows. The event content strongly aligns to employers in regulated and high-volume hiring environments, as well as tech-enabled recruitment transformation.
For buyer targeting filters (mapped to common recruiter transformation industries in an industry taxonomy), the best-fit categories typically include:
- Staffing & Recruiting (where internal TA meets market hiring practices)
- Information Technology & Services (automation, AI in assessment, candidate experience design)
- Human Resources (TA operating model, workforce planning, stakeholder influence)
- Program Development / Professional Training & Coaching (candidate readiness and structured selection processes)
- Financial Services and Insurance (process, assessment rigour, scalable hiring engines)
- Telecommunications (high-volume, global hiring support patterns)
- Hospitality and Retail (lean TA teams, candidate experience, high-volume pipelines)
6️⃣ Estimated attendance (expected total footfall)
The official event text provided does not state the expected total attendance or footfall. To estimate accurately, we would normally use historic attendee counts from the same IHR Live series and the venue capacity patterns. Since that data is not present in the content provided, we will leave this item as not specified until additional inputs are shared.
7️⃣ Key focus areas & buyer engagement
The programme topics indicate buyer engagement around these transformation themes:
- Candidate expectations & candidate confidence: what candidates really want, rebuilding trust in pressured markets
- Reducing friction in high-volume hiring: improving every step of the journey to prevent drop-off and delays
- Assessment experience: turning assessments into brand moments, ensuring fairness and trust
- Employer brand touchpoints: aligning recruitment communications to candidate expectations and outcomes
- Internal mobility & hidden talent: unlocking talent already in the business and reaching overlooked/non-traditional candidates
- Recruitment automation: doing more with leaner TA teams, improving efficiency without damaging experience
- Recruiting operations: building scalable hiring engines, stakeholder influence, and budget buy-in
- Talent intelligence & workforce planning: using data for better hiring decisions, connecting hiring demand with business needs
- Global hiring support: improving candidate care across markets
- AI in assessment: balancing innovation, fairness, and trust
For supplier engagement, these topics typically translate into buyer conversations around: process design, workflow automation, assessment tooling, analytics/insights, and candidate experience measurement.
8️⃣ Client-product fit: how we identify the best buyers for this event
We can build the most relevant buyer shortlist for IHR Live London 2026 only after we review the client’s product/solution details. This event has many plausible buyer “angles” (assessment, automation, workforce planning, candidate experience, internal mobility), so the best buyer titles depend on what the client actually sells.
Please share your client website URL (and, if available, product category and target buyer geography). Then we will:
- Review the client offering and identify the strongest buyer use-cases shown by the event topics (assessment experience, automation, talent intelligence, recruiting operations, etc.).
- Select the best-fit buyer personas and seniority levels for in-house TA teams.
- Map those personas to a set of target account names (employers) that match your ICP.
- Prioritise buyers most likely to attend due to direct relevance to the event themes.
- Deliver a buyer list with company-level fit and job-title-level targeting for outreach.
Important: since the event page content we received does not include an exhibitor/sponsor or attendee company directory, we will not guess buyer brands. We will instead use your product requirements to determine the best buyer matches.
9️⃣ Recommended industry targeting (based on a standard industry taxonomy)
Based on the event’s recruitment transformation themes (automation, AI in assessment, recruiting operations, talent intelligence, candidate experience), we recommend starting with these industry filters for buyer research:
- Human Resources
- Staffing & Recruiting
- Information Technology & Services
- Computer Software
- Financial Services
- Insurance
- Telecommunications
- Hospitality
- Retail
- Marketing & Advertising (for employer brand and candidate journey emphasis)
Next step (required for the “best buyers” list)
Please share the client website URL. Once we review it, we will produce a prioritised buyer shortlist for IHR Live London 2026, including the most relevant job titles and company types aligned to the event’s learning stages and supplier conversations.
Data sheet
| Event Name | IHR Live London 2026 |
| Event Date | 22 September 2026 |
| Event Status | Upcoming |
| Venue | Business Design Centre |
| City | London |
| State / Region | England |
| Country | United Kingdom |
| Organizer | In-house Recruitment (IHR) |
| Official Event Website | portal.inhouserecruitment.co.uk/events/live-london |
| Event Type | One-day exhibition, conference, workshops, and networking event for in-house recruiters and talent acquisition professionals |
| Primary Category | Business Services |
| Secondary Applicable Categories | Education & Training; IT & Technology; Human Resources / Talent Acquisition |
| Audience Reach | Primarily UK-wide with international relevance for talent acquisition and HR technology suppliers |
| Estimated Attendance / Expected Footfall | Thousands of in-house recruiters and TA professionals, based on official event wording |
| Attendance Data Reliability | Estimated. Attendance figure not publicly confirmed by the organizer. |
| Main Purpose of Event | To connect in-house recruiters and talent acquisition professionals with ideas, practical workshops, speakers, and innovative suppliers across hiring, employer branding, automation, and workforce planning |
IHR Live London 2026 is a one-day exhibition and conference focused on in-house recruitment and talent acquisition. The official event positioning emphasizes practical learning, peer connection, and exposure to suppliers supporting modern hiring teams. The agenda highlights topics such as candidate expectations, recruitment automation, recruitment operations, employer brand touchpoints, talent intelligence, workforce planning, and AI in assessment.
This event matters because it sits directly inside the buyer environment for hiring technology, talent acquisition services, assessment, candidate experience, employer branding, and workforce analytics. It is especially relevant to organizations running high-volume hiring, multi-site recruitment, or transformation projects in recruitment operations and HR tech adoption. For B2B lead generation, it offers strong access to decision-makers, influencers, and operational leaders who influence vendor selection and budget approval.
| Buyer / Attendee Segment | Typical Organizations | Buying Role or Influence | Relevance to Exhibitors / Suppliers |
|---|---|---|---|
| In-house recruitment teams | Mid-market and enterprise employers | Direct users of recruiting tools and services | High demand for ATS, CRM, sourcing, screening, and workflow automation |
| Talent acquisition leaders | Corporate HR and people teams | Strategy, vendor evaluation, and budget influence | Key buyers for assessment, employer branding, and talent intelligence |
| Recruitment operations teams | Large employers, shared services, high-volume hiring teams | Process owners and platform admins | Strong fit for automation, analytics, ATS, and workflow tools |
| Employer brand / candidate experience leaders | Consumer brands, retail, logistics, healthcare, hospitality | Influence over messaging, campaigns, and candidate journey tools | Relevant for branding platforms, content, career sites, and comms |
| HR technology buyers | Organizations modernizing TA stack | Evaluate software, integrations, and data tools | High relevance for SaaS vendors and implementation partners |
| Workforce planning / people analytics leaders | Enterprise HR and strategy teams | Decision support for hiring demand and skills planning | Relevant for analytics, forecasting, and talent intelligence offerings |
| Diversity, equity, and inclusion recruitment specialists | Large employers and public sector bodies | Influence over fair hiring tools and outreach programs | Useful for bias-reduction, accessibility, and inclusive sourcing vendors |
| Geographic Area | Likely Attendee Origin | Buyer Concentration | Notes |
|---|---|---|---|
| Host city: London | High local attendance | Very high | Major concentration of corporate HQs, agencies, and HR technology buyers |
| Host region: England / South East | Strong regional attendance | High | Accessible for employers across the M25 and commuter belt |
| Nearby business hubs | London, Reading, Cambridge, Oxford, Milton Keynes, Birmingham | High | Draws TA leaders from companies operating across the UK |
| National reach | UK employers and suppliers | High | Content themes are relevant to all UK in-house recruitment teams |
| International reach | Selected international vendors and practitioners | Medium | Likely more supplier-led than attendee-led from outside the UK |
| Reach Level | Assessment | Explanation |
|---|---|---|
| National | Primary classification | The event is positioned for in-house recruiters and TA professionals across the UK, with London serving as a central draw point. |
| Buyer Company / Organization | Buyer Type | Why It Is Relevant | Website | Best Job Titles to Target | Evidence Level |
|---|---|---|---|---|---|
| Jaded Talent | Talent acquisition / recruitment services brand | Listed speaker-side organization associated with recruitment expertise and TA community relevance | jadedtalent.com | Founder, Talent Director, Head of Talent Acquisition | Confirmed Speaker Organization |
| BreakPoint | Leadership / performance training organization | Relevant to employer brand, leadership development, and hiring experience themes | breakpointglobal.com | People Director, Talent Acquisition Director, HR Director | Confirmed Speaker Organization |
| Diary of a CEO | Media / content brand | High visibility around talent, employer branding, and audience engagement narratives | diaryofaceo.com | Head of Talent, People & Culture Lead, Partnerships Director | Confirmed Speaker Organization |
| Run For Heroes | Nonprofit / campaign organization | Useful for DEI, employer reputation, and purpose-led hiring themes | runforheroes.org | DEI Lead, Employer Brand Manager, Talent Acquisition Manager | Confirmed Speaker Organization |
| People and People Ops teams at participating employers | Corporate buyers | Core attendee profile for in-house recruitment and HR tech buying | N/A | Head of Talent Acquisition, People Director, Talent Operations Lead | Strong Market Fit, Attendance Not Confirmed |
| Enterprise employers in high-volume hiring sectors | Corporate buyer | Likely to buy ATS, sourcing, scheduling, assessment, and analytics tools | N/A | Recruitment Operations Manager, Talent Acquisition Director, HR Systems Manager | Strong Market Fit, Attendance Not Confirmed |
| UK employers focused on employer branding | Corporate buyer | Relevant for candidate experience, careers sites, and brand-content suppliers | N/A | Employer Brand Lead, Talent Marketing Manager, Recruitment Marketing Manager | Strong Market Fit, Attendance Not Confirmed |
| UK public sector recruitment teams | Government / procurement buyer | Potential interest in hiring process improvement, fairness, and talent pipeline tools | gov.uk | Recruitment Lead, HR Business Partner, Head of Resourcing | Strong Market Fit, Attendance Not Confirmed |
| Recruitment technology vendors | Supplier / ecosystem buyer | Useful as partners, referral sources, and integrators into enterprise TA teams | N/A | Partnerships Director, VP Sales, Customer Success Director | Strong Market Fit, Attendance Not Confirmed |
| Hiring teams at multi-site employers | Retail / logistics / hospitality buyer | High-volume hiring and candidate experience are major priorities | N/A | Head of Recruitment, TA Business Partner, Operations Director | Strong Market Fit, Attendance Not Confirmed |
| HR consulting firms | Advisory / services buyer | Can influence vendor selection and introduce software and service providers to clients | N/A | Director, Principal Consultant, Talent Advisory Lead | Strong Market Fit, Attendance Not Confirmed |
| Priority | Job Title / Function | Department | Seniority Level | Why This Role Matters |
|---|---|---|---|---|
| 1 | Chief People Officer | People / HR | C-Level | Owns workforce strategy, hiring transformation, and executive budget influence |
| 2 | Head of Talent Acquisition | Talent Acquisition | Director / Head | Primary buyer for recruiting solutions and event learning |
| 3 | Talent Acquisition Director | Talent Acquisition | Director | Evaluates vendor stack, hiring quality, and operational performance |
| 4 | Recruitment Operations Manager | Recruitment Operations | Manager | Owns process efficiency, ATS workflows, and automation needs |
| 5 | Employer Brand Manager | Employer Brand / Marketing | Manager | Relevant for candidate experience, careers content, and recruitment marketing tools |
| 6 | Head of People Analytics | People Analytics | Head / Director | Uses data to improve hiring decisions and workforce planning |
| 7 | HR Systems Manager | HRIS / Technology | Manager | Owns platform integrations and software procurement |
| 8 | Workforce Planning Manager | Workforce Planning | Manager | Aligns recruitment demand with business needs and headcount plans |
| 9 | DEI / Inclusive Hiring Lead | Diversity & Inclusion | Manager / Head | Interested in fair hiring, accessibility, and talent pipeline diversification |
| 10 | Talent Acquisition Business Partner | Talent Acquisition | Manager | Influences requisition strategy and hiring manager engagement |
| Priority | Apollo Industry | Why It Fits the Event | Best Buyer Use Case |
|---|---|---|---|
| 1 | Human Resources | Core audience is TA and in-house recruitment | Recruitment software, advisory, and services |
| 2 | Staffing & Recruiting | Adjacent ecosystem and vendor channel | Supplier partnerships and reseller opportunities |
| 3 | Information Technology & Services | HR tech, integrations, data, and workflow automation are central topics | ATS, HRIS, analytics, and AI vendors |
| 4 | Computer Software | Direct fit for SaaS-based TA tools | ATS, CRM, assessment, scheduling, and automation |
| 5 | Management Consulting | Consultants advise employers on hiring strategy and transformation | Advisory, change management, and implementation support |
| 6 | E-Learning | Training and upskilling themes are relevant to TA teams | Recruiter enablement, onboarding, and leadership learning |
| 7 | Marketing & Advertising | Employer branding and talent marketing are strong themes | Recruitment marketing, brand campaigns, and content services |
| 8 | Executive Office | Senior leadership at buyer organizations often attends to shape hiring strategy | Executive sponsorship and enterprise sales |
| 9 | Facilities Services | Large employers in this sector often run high-volume hiring | Workforce, scheduling, and operational hiring solutions |
| 10 | Retail | Retail employers are frequent users of high-volume TA tools | Store hiring, candidate experience, and automation |
| 11 | Logistics & Supply Chain | Operational recruitment and workforce planning needs are high | Volume hiring, scheduling, and recruitment operations tools |
| 12 | Hospitality | Frontline hiring and candidate experience are key themes | Shift hiring, seasonal staffing, and onboarding |
| Metric | Figure | Status | Source / Basis | Notes |
|---|---|---|---|---|
| Estimated total footfall | Thousands | Estimated | Official event language: “Thousands of in-house recruiters. One day of ideas, insight and connection.” | No exact organizer-published attendance number found in the provided source text |
| Exhibitor count | Not publicly confirmed | Confirmed as an exhibition format; count not stated | Official event description references an exhibition showcasing suppliers | Attendance figure not publicly confirmed by the organizer |
| Buyer count | Not publicly confirmed | Estimated | Based on event positioning for in-house recruiters and TA professionals | No separate buyer tally published |
| Speaker count | Multiple confirmed speakers listed | Confirmed | Official site speaker list | Line-up is substantial, but current exact total is not clearly stated |
| Sponsor / partner count | Platinum partners listed; total count not confirmed | Partial confirmation | Official site partner area | Useful for supplier ecosystem mapping |
| Focus Area | Typical Buyer Need | Buyer Engagement Opportunity | Relevant Supplier Offering |
|---|---|---|---|
| Recruitment automation | Do more with leaner TA teams | Demo time-saving workflows and efficiency gains | ATS, automation, scheduling, screening |
| Candidate experience | Reduce friction and improve conversion | Show journey optimization and communication tools | Candidate portals, CRM, chat, messaging |
| Assessment experience | Fair, scalable, branded hiring assessments | Discuss assessment design and trust | Assessment platforms, psychometrics, video interviewing |
| Employer branding | Attract overlooked talent | Position content, careers sites, and storytelling solutions | Employer brand strategy, content, careers pages |
| Talent intelligence | Data-driven hiring decisions | Show market mapping and pipeline intelligence | Talent analytics, market insight platforms |
| Workforce planning | Align hiring with business demand | Engage senior TA and HR leadership | Forecasting tools, headcount planning, analytics |
| AI in assessment | Balance innovation, fairness, and trust | Discuss responsible AI and governance | AI screening, AI interviewing support, governance tools |
| Factor | Assessment | Explanation |
|---|---|---|
| Buyer relevance | Very High | The event is explicitly designed for in-house recruiters and TA professionals. |
| Decision-maker availability | High | Likely mix of heads, directors, managers, and practitioner-level buyers. |
| Data collection potential | High | Strong prospecting potential through speaker, partner, and community ecosystems. |
| Apollo targeting potential | Very High | Clear industry, title, function, and keyword signals for precise targeting. |
| Geographic targeting potential | High | London location supports UK employer targeting and central travel access. |
| Best outreach approach | High-value, problem-led outreach | Lead with hiring efficiency, candidate experience, automation, and analytics outcomes. |
| Overall lead quality | Very High | Excellent event for HR tech, recruitment services, and talent-focused B2B sales. |
| Best use case | Attendee list building and targeted outreach | Strong for lead generation, event prospecting, and account-based sales motions. |
| Limitations / risks | Attendance not fully public | No official current-year attendee list or exact turnout count provided in the source text. |
| Filter Type | Recommended Filters | Purpose |
|---|---|---|
| Apollo industries | Human Resources; Staffing & Recruiting; Information Technology & Services; Computer Software; Management Consulting; Marketing & Advertising; E-Learning; Executive Office | Capture the core buyer ecosystem and adjacent supplier network |
| Departments | Human Resources; Talent Acquisition; People Operations; Recruiting Operations; People Analytics; Employer Brand; HRIS | Focus on functional owners and implementation stakeholders |
| Seniority | Manager; Director; VP; Head; C-Level | Prioritize decision-makers and budget owners |
| Job titles | Head of Talent Acquisition, Talent Acquisition Director, Recruitment Operations Manager, Employer Brand Manager, HR Systems Manager, People Director, Chief People Officer, Workforce Planning Manager, Talent Analytics Lead, TA Business Partner | Target the highest-probability buying roles |
| Geography | United Kingdom; London; Greater London; South East England | Match event attendance concentration and accessible buyer pool |
| Employee size | 201-500; 501-1,000; 1,001-5,000; 5,001-10,000; 10,000+ | Prioritize organizations with structured TA functions and budget |
| Keywords | “talent acquisition”, “recruitment operations”, “employer brand”, “candidate experience”, “workforce planning”, “HR systems”, “recruitment automation”, “assessment”, “talent intelligence” | Identify demand signals and event relevance |
| Company type | Private companies, public companies, enterprise employers, growth-stage firms, public sector bodies | Broaden reach across buyer organizations and procurement environments |
Suggested Apollo Search Logic: (head of talent acquisition OR talent acquisition director OR recruitment operations manager OR employer brand manager OR HR systems manager OR people director OR workforce planning manager) AND (United Kingdom OR London) AND (human resources OR staffing & recruiting OR computer software OR information technology & services) AND keywords such as “candidate experience,” “recruitment automation,” “workforce planning,” or “talent intelligence.”
Please share the client website or product/service details. I will review the client offering and identify the highest-fit buyer companies, Apollo industries, seniority levels, departments, and job titles from this event.
| Source | Type | What It Verified | Reliability |
|---|---|---|---|
| IHR Live London 2026 official event page | Official organizer source | Event name, date, venue, city, format, audience, themes, and speaker/partner positioning | Very High |
| IHR official website | Organizer website | Organizer identity and broader event/community context | High |
| Business Design Centre official website | Venue website | Venue location and venue identity | High |
🎯 Selling to this event's audience? Get a free tailored buyer list
Tell us your work email and our AI instantly builds a buyer list matched to IHR Live - In-house Recruitment — the best‑fit companies to target, the exact decision‑maker job titles, and the industry filters that fit what you sell.