Talent Acquisition Specialist

The Talent Acquisition Specialist is responsible for managing and overseeing the end-to-end recruitment process, from sourcing and attracting candidates to hiring and onboarding. The role involves working closely with hiring managers to understand staffing needs, create job descriptions, and find the best candidates for the organization. The Talent Acquisition Specialist is expected to attract top talent, build strong relationships with candidates, and ensure a smooth and efficient hiring process.

Recruitment Strategy and Execution:

1. Job Posting & Advertising: Create and post job ads on various job boards, company websites, social media, and other relevant platforms to attract qualified candidates.
2. Sourcing Candidates: Proactively source and identify candidates using job boards, LinkedIn, social media, networking, employee referrals, and talent databases.
3. Screening & Interviewing: Review resumes and applications, conduct phone screenings, and schedule in-person or virtual interviews with candidates.
4. Collaboration with Hiring Managers: Partner with hiring managers to understand the skills and experience needed for each role and help define the selection criteria.
5. Candidate Evaluation: Assess candidates’ skills, experience, cultural fit, and qualifications through behavioral interviews, skills assessments, and reference checks.
6. Offer Negotiation & Closing: Extend offers to successful candidates, negotiate compensation packages, and ensure a positive candidate experience throughout the process.

Candidate Relationship Management:

1. Candidate Experience: Provide positive and professional candidate experience, ensuring transparency and clear communication at all stages of the recruitment process.
2. Talent Pool Development: Build and maintain a network of potential candidates for future hiring needs, including passive candidates and those from previous recruitment efforts.
3. Employer Branding: Promote the organization’s culture, values, and benefits to potential candidates, ensuring that the company is seen as an employer of choice in the job market.

Recruitment Process Improvement:

1. Process Optimization: Continuously evaluate and improve recruitment processes to increase efficiency, reduce time-to-fill, and enhance the overall candidate experience.
2. Data Analysis & Reporting: Track key recruitment metrics such as time-to-fill, cost-per-hire, and candidate quality, and provide regular reports to HR leadership.
3. Compliance: Ensure that all hiring practices comply with relevant labor laws, equal employment opportunity (EEO) regulations, and organizational policies.

Onboarding & New Hire Integration:

1. Pre-Employment Documentation: Ensure that pre-employment documentation (background checks, references, and work eligibility) is completed prior to hiring.
2. New Hire Onboarding: Coordinate with HR and relevant departments to ensure a smooth onboarding process for new employees, including orientation and integration into the company culture.
3. Feedback Collection: Gather feedback from new hires and hiring managers to assess the effectiveness of the recruitment process and identify areas for improvement.

Education:

• Bachelor’s degree in human resources, Business Administration, Psychology, or a related field (required).
• Relevant HR or recruitment certification (e.g., SHRM-CP, PHR, or Talent Acquisition certifications) is a plus.

Experience:

• 2-4 years of experience in talent acquisition, recruitment, or a similar HR role, preferably in fintech industry.
• Experience recruiting for a variety of positions, from entry-level to mid-senior roles, across multiple functions (e.g., IT, sales, marketing, finance, etc.).

Skills:

• Strong interviewing and candidate assessment skills, including the ability to evaluate candidates for both technical and cultural fit.
• Excellent written and verbal communication skills.
• Strong networking skills and the ability to engage with passive candidates.
• Knowledge of employment laws and regulations related to hiring and recruitment practices.
• Strong organizational skills with the ability to manage multiple priorities and deadlines.
• Proficiency in MS Office Suite (Word, Excel, PowerPoint).

Key Competencies:

• Communication: Clear and effective communication with candidates and hiring managers to facilitate a smooth recruitment process.
• Relationship Building: Ability to build rapport and maintain long-term relationships with candidates, hiring managers, and external partners.
• Time Management: Ability to manage a high volume of job requisitions and recruitment activities while meeting deadlines.
• Problem Solving: Identifying and overcoming challenges during the hiring process, such as hard-to-fill positions or delays in the interview process.
• Adaptability: Ability to adapt to changes in hiring needs, company culture, and market conditions.
• Confidentiality: Handling sensitive candidate and organizational information with the highest level of confidentiality.