Leadership Recruitment Role - Manufacturing/Engineering Sector - RPO/Staffing Services

Role Purpose:

Own end-to-end hiring for assigned leadership and senior mandates - sourcing, screening, stakeholder alignment and closure - while maintaining accurate pipeline data and a strong candidate experience through to joining.

Key Responsibilities:

Sourcing and Pipeline:

- Head-hunt for niche and leadership mandates that portals cannot fill; build mapped pools of active and passive candidates for repeat-demand roles.

- Build a talent map for every leadership mandate - target companies, reporting structures, likely movers and compensation benchmarks - and share it with the hiring manager at intake.

- Release job postings on job boards, social media and professional networks within 48 hours of receiving a requisition.

- Maintain a live pipeline for every assigned requisition, with at least three qualified candidates in process per open role at all times.

- Introduce at least one new sourcing channel or outreach campaign each quarter and report its yield against existing channels.

Candidate Management and Selection:

- Screen and shortlist against defined skill and sub-skill criteria; share the first shortlist within five working days of requisition intake.

- Conduct structured screening interviews and submit calibrated profiles; hold CV-to-shortlist acceptance at 70% or above.

Stakeholder Collaboration:

- Run a documented intake discussion with the hiring manager for every new role, capturing role specification, must-haves and selection criteria.

- Share a weekly update per open role covering sourcing progress, interview status and expected closure date.

- Respond to hiring manager queries within one working day.

Data, Reporting and Technology:

- Update candidate status in the ATS the same day; maintain 100% data accuracy across active requisitions.

- Maintain records of active and passive prospects, hires and exits, so no requisition is left without a current pipeline.

- Use AI-enabled sourcing and screening tools to shortlist at speed.

- Present weekly and monthly hiring data - funnel ratios, time-to-fill and closures - in a clear reporting format.