Job Description
Own the full talent acquisition engine sourcing, attracting, assessing, and closing strong talent across all levels. Build a predictable, high-quality hiring funnel that enables the company to scale fast and hire right the first time. Drive employer branding, communication, candidate experience, and recruitment operations with a data-driven mindset.Key Responsibilities Talent Acquisition Strategy & ExecutionBuild and execute a recruitment strategy aligned with the company’s hiring roadmap.Manage end-to-end recruitment for all roles (from intake to onboarding handoff).Set clear intake processes with hiring managers to define expectations and timelines.Maintain strong pipelines for critical, niche, and future roles. Sourcing & AttractionLead proactive sourcing across all channels: LinkedIn, ATS, referrals, events, universities, niche communities.Build and maintain a long-term talent pool database.Design targeted sourcing campaigns for priority roles.Own employer branding presence and positioning in the market. Employer Communication & Brand MessagingCreate all recruitment-related communication: job ads, campaigns, outreach messaging, social posts, and talent content.Ensure consistent, high-quality messaging across all candidate touchpoints.Partner with Marketing (if applicable) to strengthen brand visibility and narrative.Develop communication playbooks for hiring managers to use during outreach or interviews. Candidate Assessment & SelectionRun structured, competency-based interviews.Standardize evaluation rubrics and scorecards.Train hiring managers on interviewing best practices.Guarantee a clean, consistent candidate experience from first touch to offer. Recruitment Operations & AnalyticsManage and optimize the ATS.Track hiring metrics: time-to-fill, pipeline conversion, source effectiveness, reasons for drop-off, etc.Build simple dashboards for leadership visibility.Develop and maintain recruitment policies, SOPs, and governance. Stakeholder ManagementPartner with hiring managers to align on role requirements and priorities.Advise on market benchmarks, talent availability, and compensation bands.Set and manage expectations around timelines and process. Offer Management & Onboarding HandoffPrepare offers aligned with internal compensation structures.Lead offer negotiations with clarity and professionalism.Ensure a smooth handover to HR Ops after the offer is signed.
