Job Purpose
We are looking for an experienced and results-driven Talent Sourcing & Employer Branding Senior Executive to join our growing HR team. The role is responsible for developing and executing effective talent sourcing strategies, managing recruitment activities, building sustainable talent pipelines, and strengthening the company's employer brand to attract and engage top talent.
The role combines Talent Acquisition, proactive sourcing and headhunting, employer branding, recruitment marketing, early talent engagement, candidate assessment, and talent pipeline development, while partnering closely with HR stakeholders to understand current and future workforce requirements.
The position will also act as a recruitment subject matter expert, providing hiring managers with market insights, sourcing recommendations, and guidance on recruitment processes, candidate availability, and effective talent attraction strategies.
Key Responsibilities
Talent Sourcing & Acquisition
- Lead and manage end-to-end recruitment activities, from sourcing and screening through interviewing, assessment, selection, offer management, placement, and onboarding.
- Focus on volume hiring and niche roles, particularly across engineering, technical, operations, and other business-critical functions.
- Develop and maintain strong talent databases, talent pools, and candidate pipelines to support current and future hiring needs.
- Conduct proactive sourcing and headhunting activities to identify qualified candidates before positions become critical.
- Utilize multiple sourcing channels, including LinkedIn, social media, employee referrals, job boards, universities, technical schools, career fairs, professional networks, and other relevant platforms.
- Manage recruitment activities through SAP SuccessFactors – Talent Acquisition (TA) Module and ensure accurate and timely system updates.
- Conduct candidate research, CV screening, telephone/online interviews, and initial assessments to evaluate candidate suitability.
- Coordinate and administer pre-employment assessments and assessment activities to support informed and objective hiring decisions.
- Support the development and execution of recruitment campaigns, including target candidate identification, sourcing channels, messaging, events, and recruitment communications.
- Monitor recruitment progress and provide regular updates to stakeholders regarding pipeline status, hiring challenges, and priorities.
- Coordinate relationships and engagement with third-party recruitment agencies and external sourcing partners when required.
Employer Branding & Recruitment Marketing
- Drive and support employer branding initiatives to strengthen the company's position as an employer of choice.
- Develop creative and engaging social media recruitment campaigns and content to attract targeted talent segments.
- Collaborate with internal stakeholders to showcase the company's culture, career opportunities, employee stories, development opportunities, and workplace initiatives.
- Identify and recommend effective media and communication channels to reach priority candidate groups.
- Support the planning and execution of career fairs, recruitment events, employer branding activities, and talent attraction campaigns.
- Continuously identify innovative approaches to improve candidate attraction, engagement, and employer brand visibility.
Early Talent & External Partnerships
- Build and maintain strong relationships with universities, technical schools, and educational institutions.
- Support and coordinate early talent programs, including internships, graduate hiring, technical programs, career fairs, and university engagement activities.
- Research graduate and student expectations, career interests, and preferred recruitment channels to improve early talent attraction.
- Develop sustainable talent pipelines for entry-level, technical, engineering, and future-critical positions.
- Represent the company at relevant university and technical school events to strengthen the employer brand and talent pipeline.
Talent Pipeline & Workforce Planning
- Proactively identify future hiring requirements and build talent pipelines aligned with the organization's short- and long-term workforce needs.
- Maintain accurate and up-to-date talent pools for hard-to-fill specialist, technical, and business-critical positions.
- Partner with HR to understand workforce gaps and develop appropriate sourcing strategies.
- Utilize recruitment and workforce data to identify hiring trends, talent gaps, candidate availability, and opportunities for improvement.
- Support workforce planning and talent attraction strategies by providing recruitment market insights and data-driven recommendations.
Recruitment Data, Analytics & Process Improvement
- Track and analyze key recruitment KPIs, including time-to-fill, source effectiveness, pipeline conversion, hiring progress, and candidate experience.
- Prepare recruitment reports and dashboards to support management decision-making.
- Use data and relevant technology to identify trends and improve recruitment outcomes.
- Continuously evaluate and improve sourcing methodologies, recruitment processes, candidate assessment, and talent attraction channels.
- Ensure recruitment activities comply with established HR policies, procedures, and processes.
What We're Looking For
- Bachelor's degree in Human Resources, Business Administration, or a related field.
- 3–5 years of progressive experience in Talent Acquisition, Recruitment, Talent Management, Employer Branding, or a related HR function.
- Previous experience in high-volume recruitment and/or technical hiring is highly preferred.
- Strong experience in talent sourcing, headhunting, candidate screening, interviewing, and assessment.
- Proven ability to build and maintain talent pipelines and candidate databases, particularly for hard-to-fill roles.
- Good understanding of employer branding, recruitment marketing, and social media sourcing.
- Experience working with SAP SuccessFactors, ATS platforms, or other recruitment systems is an advantage.
- Experience in recruitment campaigns, career fairs, university engagement, or early talent programs is preferred.
