Talent Acquisition Specialist

DIVISION/DEPARTMENT

WORK LEVEL

MAIN PURPOSE OF THE JOB

To attract, source, and secure high-caliber leadership and niche talent through strategic recruitment and headhunting techniques, while building strong relationships with stakeholders and ensuring efficient end-to-end hiring.

KEY ACCOUNTABILITIES:

• Source and attract top talent
• Manage end-to-end recruitment process
• Build and maintain client relationships
• Develop talent pipelines
• Promote employer brand
• Track and report recruitment metrics

KEY RESULTS:

KEY ACTIVITIES:

• Talent Sourcing & Headhunting
• Use LinkedIn Recruiter, Boolean search, and networking to identify passive candidates
• Maintain a strong talent pipeline across key roles
• Recruitment Lifecycle Management
• Coordinate job postings, screening, interviews, feedback, and offer negotiation.
• Ensure timely communication and efficient interview scheduling.
• Stakeholder Satisfaction (Internal/External)
• Engage with senior leadership to understand hiring needs and role specifications.
• Conduct regular check-ins and feedback sessions with business heads.
• Strategic Talent Mapping
• Map industry talent for current and future hiring needs.
• Maintain updated leadership candidate pools and succession options.
• Employer Branding & Talent Engagement
• Attend job fairs, webinars, and industry events.
• Promote company culture and values on social media and during candidate interactions.
• Recruitment KPIs (e.g. Time-to-Hire, Quality of Hire)
• Regularly analyze sourcing and hiring metrics.
• Provide reports and insights to HR leadership and business heads

EXPERIENCE & QUALIFICATIONS

• Must: Bachelors degree in Human Resources, Business, or related field
• Desirable: Executive search/headhunting certifications; MBA is a plus
• Experience:
• 5 to 8 years in talent acquisition, with proven experience in headhunting and leadership hiring
• Prior work with senior stakeholders and C-level candidates is required

SPECIAL SKILLS:

• Executive search/headhunting techniques
• Market mapping and leadership sourcing
• Strong interpersonal and negotiation skills
• Excellent stakeholder management

KEY CUSTOMERS:

INTERNAL:

• Hiring Managers
• HR Business Partners
• Department Heads

EXTERNAL

• Candidates
• Clients (Agency or role)
• Third-party vendors (background checks, assessment providers)