Talent Acquisition Manager

Talent Acquisition (60%):

• Full-Cycle Recruitment:

  Manage the entire recruitment process from requisition to offer, including:
• Conducting intake meetings with hiring managers to understand role requirements, team dynamics, and desired candidate profiles.
• Crafting compelling job descriptions and advertisements.
• Developing and executing effective sourcing strategies utilizing various channels (ATS, LinkedIn Recruiter, job boards, professional networks, referrals, etc.).
• Screening resumes, conducting initial phone interviews, and assessing candidate qualifications, experience, and cultural fit.
• Coordinating and scheduling interviews with hiring teams.
• Facilitating debrief sessions and providing constructive feedback to candidates.
• Extending competitive offers and negotiating terms of employment.
• Ensuring a positive and professional candidate experience throughout the recruitment lifecycle.

• Pipeline Management:

  Proactively build and maintain a robust pipeline of qualified candidates for current and future hiring needs, particularly for hard-to-fill roles.

• Market Intelligence:

  Stay informed about industry trends, market compensation data, and competitive landscapes to advise hiring managers and refine recruitment strategies.

• ATS Management:

  Maintain accurate and up-to-date candidate records within the Applicant Tracking System (ATS), ensuring data integrity and compliance.

• Reporting:

  Generate regular reports on recruitment metrics, including time-to-hire, source effectiveness, and candidate pipeline status.

• Employer Branding:

  Contribute to initiatives that enhance the company's employer brand and attract top talent.

Vendor Management & Support (40%):

• Vendor Selection & Onboarding:

• Identify, evaluate, and recommend new recruitment agencies and vendors based on specific hiring needs and performance metrics.
• Manage the onboarding process for new vendors, including contract review, service level agreement (SLA) negotiation, and initial training on company processes and requirements.

• Relationship Management:

• Serve as the primary point of contact for external recruitment agencies and staffing partners.
• Foster strong, collaborative relationships with vendors, ensuring clear communication and mutual understanding of expectations.
• Conduct regular performance reviews with vendors to assess their effectiveness, identify areas for improvement, and provide constructive feedback.

• Performance Monitoring & Optimization:

• Track and analyse vendor performance metrics (e.g., submission-to-interview ratio, interview-to-offer ratio, time-to-fill, quality of candidates).
• Identify and implement strategies to optimize vendor performance, drive efficiency, and reduce costs.
• Address any issues or concerns with vendor performance promptly and effectively