Role Overview

The Recruiter / Talent Acquisition Specialist (Level 3) is a high-touch, strategic role responsible for delivering excellent recruitment services to client hiring managers. This role acts as the custodian of candidate quality and the hiring manager experience.

Key Focus and Differentiators:

- Strategic Alignment: Aligned to high-touch client business units or senior/complex stakeholder groups with challenging or strategically significant roles.

- Data-Led Strategy: Determines the best hiring strategy for each requisition by leveraging data-led sourcing insights, historic hiring trends, and market analysis.

- End-to-End Delivery: Responsible for the full recruitment lifecycle, from sourcing and screening to offer negotiation and driving final hiring decisions.

- Subject Matter Expert: Is a SME of a particular domain and plays a consultative role both with Hiring manager and Candidate while fulfilling a role. Has a good understanding of supply and demand, ways to assess the best candidates and also career counsel candidates when needed.

Core Accountabilities (Performance Outcomes)

- Metrics: Meet all SLA & KPI Targets (Source mix, Time to hire, CSAT).

- Data & Compliance: Completion of all reporting with 100% data integrity in ATS and CRM systems. Ensure compliance with relevant legislation.

- Stakeholder: Achieve Positive Hiring Manager feedback and strong collaboration with peers and internal teams.

- Process: Role modelling utilization of data and digital processes.

Key Responsibilities:

- Recruitment Delivery: Execute sourcing plans, screen candidates, coach hiring managers on selection, deliver excellent candidate experience, and lead offer negotiations.

- Stakeholder Management: Build and maintain trusted relationships with senior hiring managers/stakeholders and collaborate effectively with internal teams (Sourcing, Insights, Admin).

- Talent Pooling: Support defined future hiring requirements by proactively talent pooling relevant quality candidates.

- Compliance: Track candidate status, identify scope creep, and ensure compliance with legislation.

Required Proficiency:

The role requires a high level of proficiency (Level 3) in core areas, including:

- Technical Skills: Recruitment Process Outsourcing Expertise, Recruitment Technology Literacy (End User) SME of a domain. Leverages data to

- Behavioural Skills: Stakeholder Partnering, Effective Communication, Prioritisation and Capacity Management, Drives Outcomes, and Takes and Models Responsibility.

- Behaviours: Adaptability, Improving and Innovating, Analysing and Problem solving.

- Communication Skills: Ability to communicate effectively and comprehensively both in verbal and written formats with all stakeholders in the recruitment lifecycle to influence a timely outcome.