Full-cycle recruitment experience: proven ability to independently manage sourcing, screening, interviewing, and offer stages for assigned roles.
Sourcing skills: skilled in using multiple sourcing channels and platforms to build strong, diverse candidate pipelines, including proactive outreach to passive candidates.
ATS proficiency: strong working knowledge of Applicant Tracking Systems, able to manage requisitions, candidate pipelines, and reporting independently.
Stakeholder management: able to build and manage relationships with hiring managers, providing guidance on process, market conditions, and role requirements.
Communication skills: excellent written and verbal communication, comfortable engaging candidates, hiring managers, and cross-functional partners.
Analytical skills: able to interpret recruitment data and metrics, such as time-to-fill, pipeline conversion, and cost-per-hire, to identify trends and improve outcomes.
Negotiation skills: able to manage job offer discussions and resolve candidate objections independently, escalating complex negotiations when needed.
Multitasking and prioritization: able to manage multiple open requisitions simultaneously, prioritizing based on urgency and business impact.
Problem-solving: able to identify bottlenecks in the recruitment process and propose practical solutions, escalating complex issues appropriately.
Academic and professional requirements
Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.
3–5 years of experience in talent acquisition or recruitment, including full-cycle ownership of mid-level hiring.
Nice-to-have skills
Experience recruiting within a global or matrix organization.
Familiarity with employer branding and talent marketing activities.
Exposure to market research or benchmarking for compensation and talent supply.
AI literacy: familiarity with LLMs, conversational AI, prompt engineering, and agentic AI concepts to help modernize recruitment workflows.
GK
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