Recruiter

Job Scope Talent Sourcing & Attractio • nDesign and execute innovative sourcing strategies to proactively identify and engage top-tier talent across diverse channels • .Leverage job boards, social media platforms, and professional networks to attract a high volume of qualified candidates • .Develop and sustain a dynamic talent pipeline to ensure readiness for both immediate and future hiring requirements .Recruitment & Selectio • nOversee the full recruitment lifecycle, from job posting to offer acceptance, ensuring efficiency and candidate satisfaction • .Conduct thorough resume screening and multi-stage interviews to rigorously assess candidates’ skills, experience, and cultural alignment • .Coordinate interview schedules and facilitate transparent communication between candidates and hiring teams • .Execute reference checks and negotiate salary offers to ensure fairness and competitiveness • .Apply assessment tools and methodologies to evaluate candidates’ technical proficiency and organizational fit .Candidate Experience & Employer Brandin • gDeliver an exceptional candidate journey through personalized engagement and clear, timely feedback • .Enhance employer branding through targeted recruitment marketing, social media campaigns, and thought leadership initiatives • .Represent the company at industry events, job fairs, and networking conferences to amplify brand visibility and attract passive candidates .Stakeholders Managemen • tPartner with hiring managers to translate business needs into actionable hiring strategies and recruitment plans • .Provide expertise on job description development, interview best practices, and selection criteria to ensure objective evaluations • .Collaborate with HR teams to streamline onboarding processes and align talent acquisition with broader workforce planning objectives .Compliance & Data Managemen • tMaintain meticulous recruitment records and ensure full adherence to hiring policies, labor regulations, and data privacy standards • .Generate actionable reports and analytics to measure hiring metrics, recruitment effectiveness, and process efficiency • .Continuously refine recruitment methodologies based on industry benchmarks and internal feedback to drive continuous improvement .Workforce Planning & Market Insight • sWork with leadership and HR to align hiring initiatives with strategic business objectives and growth projections • .Conduct competitive market research and talent trend analysis to inform proactive workforce planning and talent acquisition strategies • .Anticipate future talent gaps and design solutions to secure critical skills ahead of organizational needs .Technology & Process Optimizatio • nUtilize advanced applicant tracking systems (ATS) and HR technologies to automate and optimize recruitment workflows • .Identify opportunities for process enhancements to reduce time-to-hire and improve candidate quality • .Stay abreast of emerging recruitment technologies and industry innovations to maintain a competitive edge in talent acquisition .Diversity, Equity, and Inclusio • nIntegrate DEI principles into all recruitment stages to foster an inclusive hiring process and eliminate bias • .Implement targeted strategies to attract diverse candidate pools and promote equitable hiring practices • .Partner with HR and leadership to embed DEI goals into recruitment policies and measure progress through diversity hiring metrics • .Advocate for inclusive language in job postings and marketing materials to appeal to a broader range of candidates . Role Essentia • l:Bachelor’s degree in Human Resources, Business Administration, or a related fiel • d.4-5 years of experience in talent acquisition or recruitment, with a preference for corporate or in-house environment • s.Proven expertise in managing the full recruitment cycle, including sourcing, screening, interviewing, selection, and onboardin • g.Comprehensive knowledge of labor laws, hiring regulations, and recruitment best practice • s.Proficiency in applicant tracking systems (ATS) and HR software platform • s.Strong communication, negotiation, and interpersonal skills with a candidate-centric approac • h.Exceptional organizational and time management abilities to handle multiple priorities effectivel • y.Analytical skills to evaluate candidates’ qualifications and cultural fit accuratel • y.Capacity to build collaborative relationships with hiring managers, senior leadership, and cross-functional team • s.High attention to detail and precision in all recruitment-related processe • s.Fluency in English (written and verbal) with the ability to adapt communication styles to diverse audience s. Show more Show less

Role Essentials: Bachelor’s degree in Human Resources, Business Administration, or a related field; 4-5 years of experience in talent acquisition or recruitment (prefer corporate/in-house); proven expertise in managing the full recruitment cycle (sourcing, screening, interviewing, selection, onboarding); comprehensive knowledge of labor laws, hiring regulations, and recruitment best practices; proficiency in applicant tracking systems (ATS) and HR software platforms; strong communication, negotiation, and interpersonal skills; exceptional organizational and time management abilities; analytical skills to evaluate candidates’ qualifications and cultural fit; ability to build collaborative relationships with hiring managers, senior leadership, and cross-functional teams; high attention to detail and precision; fluency in English (written and verbal).

Talent Sourcing & Attraction: design and execute innovative sourcing strategies; leverage job boards, social media, and networks; develop a dynamic talent pipeline. Recruitment & Selection: oversee full recruitment lifecycle; resume screening; multi-stage interviews; coordinate interview schedules; reference checks; negotiate salary offers; apply assessment tools. Candidate Experience & Employer Branding: deliver exceptional candidate journey; enhance employer branding through recruitment marketing and thought leadership; represent the company at industry events. Stakeholders Management: partner with hiring managers to translate needs into hiring strategies; provide expertise on job descriptions, interview practices, and selection criteria; collaborate with HR on onboarding and workforce planning. Compliance & Data Management: maintain recruitment records; ensure adherence to policies and data privacy; generate reports to measure metrics and process efficiency. Workforce Planning & Market Insight: align hiring with objectives; conduct market research and talent trend analysis; anticipate future gaps. Technology & Process Optimization: utilize ATS and HR tech to automate workflows; identify process improvements to reduce time-to-hire; stay updated on recruitment tech. Diversity, Equity, and Inclusion: integrate DEI into recruitment stages; attract diverse candidate pools; embed DEI goals and use inclusive language in postings.