Sr Talent Acquisition Specialist

The Senior Recruiter is a highly experienced talent acquisition professional responsible for overseeing the recruitment process across multiple departments. This role plays a pivotal part in attracting, evaluating, and securing top talent to meet the organization’s growth and operational needs. The Senior Recruiter works closely with hiring managers and senior leaders to design and execute effective recruiting strategies, ensuring that the company is equipped with skilled and culturally aligned professionals. The role involves strategic planning, direct sourcing, conducting interviews, managing the offer process, and driving recruitment-related projects. The Senior Recruiter will also serve as a mentor to recruiters, ensuring recruitment practices are optimized for efficiency and impact.

Key Responsibilities:

• Collaborate with department heads and hiring managers to understand hiring forecasts, job specifications, and skills requirements, ensuring alignment with the business’s long-term objectives.
• Design tailored recruitment strategies for different roles and departments, ensuring efficiency and quality in the hiring process. Evaluate and adjust strategies to meet the company’s evolving needs.
• Lead initiatives that promote diversity in the hiring process, ensuring the organization builds a workforce that is diverse and inclusive.

• Utilize a variety of sourcing tools, including Facebook, job boards, social media, professional associations, and industry-specific networks, to identify and engage passive and active candidates.
• Develop and maintain a strong pipeline of candidates for critical roles, ensuring the organization has access to qualified talent when needed.

• Promote the company as an employer of choice by enhancing the employer brand. Share positive candidate stories and company culture via social media and recruitment events to increase visibility and engagement.
•  Conduct market research to stay updated on trends, salary benchmarks, and best practices in recruitment. Utilize this data to refine job descriptions and recruiting tactics.
•  Review resumes and applications, ensuring candidates meet minimum qualifications. Conduct interviews to assess candidates' technical skills, experience, and cultural fit.

• Use structured interview techniques and behavioral interviewing methods to assess candidates' competencies, leadership potential, and problem-solving abilities.
• Coordinate and administer appropriate skills tests or assessments when necessary to evaluate technical proficiency.
• Ensure candidates have a positive and professional experience throughout the hiring process, from first contact through onboarding. Provide timely communication and feedback at every stage.

• Manage the end-to-end interview process (On-site)

• Ensure offers are in line with organizational compensation policies and budget constraints.
• Engage in negotiations with candidates on compensation, benefits, and start dates while ensuring alignment with organizational policies.
• Deliver job offers to select candidates in a professional, engaging manner, ensuring clarity and transparency throughout the process.

• Partner with HR and hiring managers to ensure a smooth onboarding process. Prepare necessary documentation, coordinate training schedules, and provide new hires with necessary tools and resources.
• Maintain communication with new hires prior to their start date to ensure engagement and alignment, including helping them understand company culture, expectations, and transportation.

• Track and report on key performance indicators (KPIs) for recruitment efforts, such as time-to-fill.

• On site leader of the TA department helping them build effective recruiting skills and reach hiring goals.
• Promote the adoption of best practices across the recruitment team. Continuously evaluate and improve the recruitment process to increase efficiency, reduce time-to-hire, and improve candidate experience.

Requirements: 

• Bachelor’s degree in human resources, Business Administration, Psychology, or a related field (preferred).
• Minimum of 4–5 years of full-cycle recruitment experience
• Proven expertise in sourcing, interviewing, and hiring for a variety of positions, including technical, direct and indirect labor
• Experience with applicant tracking systems such as Workday.
• Experience working with Hiring Managers
• Excellent verbal and written communication skills, with the ability to effectively engage and influence candidates and hiring managers.
• English is a most