Senior Associate - Talent Acquisition

Key Responsibilities

Strategic Talent Acquisition Leadership

• Develop and implement the talent acquisition strategy for IT/Non-IT recruitment, aligning with the companys 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 companys 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.

Requirements

Experience:

• Minimum of 6-7 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 bachelors degree in human resources, Business Administration,or a related field.
• Additional certifications in HR or recruitment (e.g., SHRM, AIRS) are a plus.