Job
Description
Strategic Talent Acquisition Leadership Develop and implement the talent acquisition strategy for IT/Non-IT recruitment, aligning with the company s goals and growth plans. Collaborate with senior management and department heads to understand current and future hiring needs in the IT/Non-IT domain. Set clear recruitment goals and ensure the recruitment team meets targets for time-to-fill, candidate quality, and cost-per-hire. Team Leadership Mentorship Lead and mentor a team of IT/Non-IT recruiters, providing guidance, support, and training to ensure high performance and continuous development. Foster a collaborative and high-energy environment that motivates recruiters to deliver top-tier talent while improving their skills. Manage recruiter workload, prioritize assignments, and ensure effective allocation of resources to meet recruitment needs. Full-Cycle Recruitment Oversee the full-cycle recruitment process for IT/Non-IT roles, including job requisition, candidate sourcing, screening, interviewing, offer negotiation, and placement. Directly handle complex, senior, and high-priority IT/Non-IT roles, ensuring a personalized and effective recruiting approach. Develop and maintain a network of candidates for immediate and future needs, including passive talent pools. Candidate Experience Employer Branding Enhance and maintain a positive candidate experience by ensuring timely communication, clear expectations, and a seamless recruitment process. Work with marketing and HR to build and promote the employer brand through job postings, career fairs, social media, and networking events. Conduct interviews and ensure the company s values and culture are clearly communicated to potential candidates. Process Improvement Reporting Continuously evaluate and improve the recruitment process, identifying opportunities for efficiency, candidate quality, and speed of hiring. Ensure the use of best practices, tools, and technology to streamline the recruitment process and enhance data tracking and reporting. Provide regular updates to senior leadership on recruitment metrics, challenges, and successes, recommending strategies for improving recruitment outcomes. Sourcing Market Research Utilize a variety of sourcing methods, including LinkedIn, job boards, employee referrals, and recruitment agencies, to build a diverse talent pipeline. Stay up to date on industry trends, technology advancements, and competitive hiring practices to effectively source candidates for critical IT/Non-IT roles. Conduct market research to understand compensation trends, talent availability, and skills demand in the IT/Non-IT field. Vendor and Stakeholder Management Manage relationships with external recruitment agencies and vendors, ensuring that they meet agreed-upon terms and deliver high-quality candidates. Liaise with hiring managers and senior leaders to gather feedback, refine job descriptions, and tailor the recruitment strategy to meet business needs. Compliance Legal Requirements Ensure that recruitment practices comply with relevant labor laws, company policies, and best practices for data protection. Oversee background checks, reference verification, and other compliance-related tasks for candidates. Experience: Minimum of 8-10 years of full-cycle recruiting experience (from requisition till onboarding), with at least 8 years in IT/Non-IT recruitments Proven track record in recruiting for a variety of technical and non technical roles, including leadership positions. Experience leading or mentoring a team of recruiters, with demonstrated success in coaching and improving team performance. In-depth understanding of IT/Non-IT roles and technical/Non technical skills across. Expertise in various recruitment methods and platforms, including LinkedIn Recruiter, job boards, networking events, and advanced sourcing techniques. Strong interviewing, assessment, and negotiation skills with an ability to manage both client (hiring manager) and candidate expectations. Exceptional communication and interpersonal skills, with the ability to collaborate with all levels of the organization. Ability to make data-driven decisions, using recruitment analytics to inform strategies. Should have good Experience with PPT and Dash Boards and Excel Should be able to analyze issues and provide resolutions Education: A bachelor s degree in human resources, Business Administration, or a related field. Additional certifications in HR or recruitment (e.g., SHRM, AIRS) are a plus.
