At Deloitte, our Purpose is to make an impact that matters for our clients, our people, and society. This is the lens for which our global strategy is set. It unites Deloitte professionals across geographies, businesses, and skills. It makes us better at what we do and how we do it. It enables us to deliver on our promises to stakeholders, while creating the lasting impact we seek.

Harnessing the talent of 450,000+ people located across more than 150 countries and territories, our size and scale puts us in a unique position to help change the world for the better—by bringing together the services we provide, the societal investments we make, and the collaborations we advance through our ecosystems.Deloitte offers career opportunities across Audit & Assurance (A&A), Tax & Legal (T&L) and our Consulting services business, which is made up of Strategy, Risk & Transactions Advisory (SR&T) and Technology & Transformation (T&T). 

Are you ready to apply your knowledge and background to exciting new challenges? From learning to leadership, this is your chance to take your career to the next level. 

The National Audit Graduate Recruitment Manager is responsible for leading and developing a high‑performing pipeline team and for delivering a future‑fit pipeline of Audit trainees aligned to Deloitte’s strategic, regulatory and market requirements.

The role requires a strong people leader with a deep understanding of the evolving graduate talent landscape, including changing candidate expectations, equity and access dynamics, and the impact of technology on early‑career capability.

The incumbent applies strategic thinking to operational delivery, translating national Audit workforce priorities into sustainable, development‑focused recruitment and early‑talent strategies, ensuring trainees enter a fast‑paced, digitally enabled Audit environment with competence, confidence and learning agility.

• Lead, coach and develop a pipeline team, embedding a culture of accountability, inclusion, performance and psychological safety
• Design and deliver a holistic national pipeline strategy aligned to Audit workforce plans and firm purpose
• Ensure recruitment approaches prioritise potential, learnability and competence with confidence, rather than short‑term readiness alone
• Translate Audit and Talent strategy into effective, disciplined operational delivery, particularly across peak recruitment cycles
• Design and deliver a national attraction strategy in conjunction with the AGR lead; Campus Manager and M&E manager
• Drive proactive pipeline planning and hunting to meet intake targets while maintaining quality and standards; with the support of respective teams
• Build and maintain trusted relationships with Audit leadership, Talent teams, universities and key external stakeholders
• Champion the effective use of technology, data and automation to improve efficiency, insight and scalability
• Monitor pipeline health, delivery risks and performance, escalating and addressing issues early and decisively

• Relevant university degree
• 8–12 years total professional experience, including:
  • 5–7 years in graduate / early‑career recruitment, talent or workforce pipeline roles
  • 3–5 years in a formal people‑leadership role
• Experience operating in professional services or similarly regulated, deadline‑driven environments
• Proven ability to design strategy and translate it into measurable delivery outcomes

Leadership & Behavioural

• Strong people leadership with balanced care and candour
• Strategic judgement under pressure
• Accountability, ownership and delivery focus
• Adaptability and learning agility
• Influential stakeholder engagement

Functional & Technical

• Graduate and early‑talent market insight
• Future‑fit pipeline design and delivery
• Recruitment systems and data literacy
• Project and change management
• Technology enablement and process improvement

What Success Looks Like

• A sustainable, diverse and future‑ready Audit graduate pipeline
• A high‑performing, engaged recruitment team with clear ownership
• Graduates who enter Deloitte with confidence, adaptability and readiness to learn
• Strong stakeholder confidence in graduate recruitment as a strategic enabler, not a transactional function

Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive.  Deloitte may ask the employee to carry out additional duties or responsibilities, which may fall reasonably within the ambit of the role profile, depending on operational requirements.

Be careful of Recruitment Scams: Fraudsters or employment scammers often pose as legitimate recruiters, employers, recruitment consultants or job placement firms, advertising false job opportunities through email, text messages and WhatsApp messages. They aim to cheat jobseekers out of money or to steal personal information.

To help you look out for potential recruitment scams, here are some Red Flags:

• Upfront Payment Requests: Deloitte will never ask for any upfront payment for background checks, job training, or supplies.
• Requests for Personal Information: Be wary if you are asked for sensitive personal information, especially early in the recruitment process and without a clear need for it. Fraudulent links or contractual documents may require the provision of sensitive personal data or copy documents (e.g., government issued numbers or identity documents, passports or passport numbers, bank account statements or numbers, parent’s data) that may be used for identity fraud. Do not provide or send any of these documents or data. Please note we will never ask for photographs at any stage of the recruitment process.
• Unprofessional Communication: Scammers may communicate in an unprofessional manner. Their messages may be filled with poor grammar and spelling errors. The look and feel may not be consistent with the Deloitte corporate brand.

If you're unsure, make direct contact with Deloitte using our official contact details. Be careful not to use any contact details provided in the suspicious job advertisement or email.

At Deloitte, we want everyone to feel they can be themselves and to thrive at work—in every country, in everything we do, every day. We aim to create a workplace where everyone is treated fairly and with respect, including reasonable accommodation for persons with disabilities.

We are committed to employment equity and building a diverse and inclusive workplace across the African continent. Our recruitment processes are aligned with our Employment Equity Plan and the principles of the Employment Equity Act. Preference may be given to candidates from designated groups.

We actively support the inclusion of people with disabilities and embrace neurodiversity in the workplace. We recognise and value the unique strengths that neurodivergent individuals bring, and we are committed to creating an environment where everyone can thrive.

If you require reasonable accommodations in relation to your disability and neurodiverse needs during the recruitment process, please let us know. We are happy to make adjustments to suit your individual needs.