Senior Talent Acquisition Officer

ROLE OVERVIEW:
The Senior Talent Acquisition Officer plays a critical role in strengthening the organization's talent pipeline through strategic, high-quality, and efficient recruitment practices. This role manages end-to-end hiring—from workforce planning, sourcing, screening, and interviews to job offer and onboarding—while ensuring a positive candidate experience and alignment with hiring managers.

The ideal candidate combines strategic thinking, LinkedIn sourcing expertise, data-driven decision-making, and process innovation to build strong pipelines and scalable recruitment operations. This role also drives recruitment projects such as employer branding, campus programs, and talent mapping, contributing to the company's ability to attract, hire, and retain top talent across all teams.

KEY RESPONSIBILITIES:

1.  End-to-End Recruitment Management
   
   • Own the full recruitment lifecycle for corporate, technical, and niche roles, ensuring timely and high-quality hires aligned with business objectives.
   
   • Conduct manpower planning with department heads to anticipate workforce needs and prepare accurate job requisitions.
   
   • Leverage LinkedIn Recruiter, Boolean search, and other sourcing channels to identify and engage top talent, including passive candidates for specialized or senior-level positions.
   
   • Screen candidates, conduct interviews, and assess skills and cultural fit.
   
   • Lead offer management, including salary discussions, negotiation, and contract preparation.
   
   • Facilitate seamless onboarding processes to ensure a positive candidate experience and high retention.
   
   • Maintain an active talent pool and pipeline for critical positions, ensuring readiness for current and future needs.
2. Strategic Recruitment & Talent Initiatives
   
   • Partner with business leaders to develop talent strategies that support company growth and workforce planning.
   
   • Lead recruitment projects, including employer branding initiatives, recruitment events, campus engagement, and targeted talent campaigns.
   
   • Design and implement innovative sourcing strategies to attract top talent, including market mapping, niche talent communities, and industry networking.
   
   • Analyze recruitment metrics (time-to-fill, source effectiveness, pipeline conversion) and recommend process improvements.
   
   • Drive continuous improvement through data-driven insights, recruitment tools optimization, and adoption of best practices.
3. Stakeholder Management & Coordination
   
   • Serve as a strategic partner to hiring managers and leadership, providing guidance on best practices and market insights.
   
   • Build strong partnerships with external vendors, agencies, and universities to enhance candidate sourcing and branding efforts.
   
   • Coordinate interview logistics, candidate communication, and assessment administration.
   
   • Represent the company at job fairs, professional networks, and recruitment events to enhance visibility.
   
   • Prepare actionable recruitment reports and dashboards, including competitor benchmarking, candidate pipeline analytics, and hiring performance trends.
4. Process Improvement & Innovation
   
   • Identify gaps and inefficiencies in recruitment processes and implement innovative solutions to improve effectiveness and candidate experience.
   
   • Lead adoption and optimization of recruitment tools, ATS features, and sourcing technologies to improve workflow and reporting.
   
   • Standardize recruitment processes and best practices across teams for consistent, scalable, and compliant hiring operations.
   
   • Mentor and upskill junior recruitment team members to maintain high performance and market competitiveness.
5. Other Responsibilities
   
   • Support additional HR or recruitment-related tasks as assigned by the People & Culture Manager, including special projects or workforce initiatives.

QUALIFICATIONS:

• Bachelor's degree in human resources, Psychology, Business Administration, or related field.
• At least 3–5 years of experience in recruitment, preferably in end-to-end recruitment for corporate roles.
• Proven experience in niche and senior-level hiring.
• Hands-on experience with Applicant Tracking Systems (ATS) and recruitment databases.
• Strong experience in sourcing via LinkedIn and other online channels.
• Strong communication, relationship-building, and organizational skills.
• Strategic and results-oriented with ability to analyze and present recruitment metrics.
• Ability to mentor junior staff and manage multiple priorities.
• Professional, ethical, and adaptable in a fast-paced environment.