Job Summary The Senior Talent Acquisition Specialist is responsible for leading end-to-end recruitment activities for critical and high-impact roles while acting as a strategic partner to hiring managers. The role focuses on advanced sourcing, stakeholder management, talent pipeline development, employer branding, and mentoring junior TA team members, ensuring a high-quality and scalable hiring process aligned with business objectives.
Key Responsibilities
Lead the full recruitment lifecycle, including job scoping, sourcing, interviewing, offer management, and onboarding coordination.
Partner closely with hiring managers and business leaders to understand workforce needs, role requirements, and long-term hiring plans.
Develop and execute advanced sourcing strategies to build strong talent pipelines for current and future hiring needs.
Conduct competency-based and structured interviews to assess technical expertise, soft skills, and cultural fit.
Act as a subject-matter expert on recruitment best practices, market trends, and talent availability.
Ensure a high-quality candidate experience across all recruitment stages.
Support and contribute to employer branding initiatives, talent outreach campaigns, and social media recruiting.
Maintain accurate recruitment data, candidate pipelines, and hiring workflows within the ATS.
Analyze recruitment metrics (time to hire, quality of hire, source effectiveness) and prepare reports with actionable insights.
Participate in career fairs, and recruitment events as needed.
Collaborate with the management on workforce planning and talent forecasting.
Job Requirements
Bachelor’s degree in Human Resources, Business Administration, or a related field.
5+ years of proven experience in Talent Acquisition or Recruitment, preferably within the technology/software sector.
Strong hands-on experience in full-cycle recruiting and advanced sourcing techniques.
Solid understanding of technical and non-technical roles, job markets, and hiring trends.
Experience with competency-based interviews and assessment tools.
Proficiency in ATS systems, job boards, LinkedIn, and sourcing platforms.
Team player with strong communication, and negotiation skills.
Highly organized, analytical, and capable of managing multiple priorities.
Experience in employer branding and recruitment marketing is a plus.
Prior experience mentoring or guiding junior recruiters is an advantage.
