Own the full talent acquisition engine sourcing, attracting, assessing, and closing strong talent across all levels. Build a predictable, high-quality hiring funnel that enables the company to scale fast and hire right the first time. Drive employer branding, communication, candidate experience, and recruitment operations with a data-driven mindset.

Key Responsibilities
1. Talent Acquisition Strategy & Execution

• Build and execute a recruitment strategy aligned with the company’s hiring roadmap.
• Manage end-to-end recruitment for all roles (from intake to onboarding handoff).
• Set clear intake processes with hiring managers to define expectations and timelines.
• Maintain strong pipelines for critical, niche, and future roles.

2. Sourcing & Attraction

• Lead proactive sourcing across all channels: LinkedIn, ATS, referrals, events, universities, niche communities.
• Build and maintain a long-term talent pool database.
• Design targeted sourcing campaigns for priority roles.
• Own employer branding presence and positioning in the market.

3. Employer Communication & Brand Messaging

• Create all recruitment-related communication: job ads, campaigns, outreach messaging, social posts, and talent content.
• Ensure consistent, high-quality messaging across all candidate touchpoints.
• Partner with Marketing (if applicable) to strengthen brand visibility and narrative.
• Develop communication playbooks for hiring managers to use during outreach or interviews.

4. Candidate Assessment & Selection

• Run structured, competency-based interviews.
• Standardize evaluation rubrics and scorecards.
• Train hiring managers on interviewing best practices.
• Guarantee a clean, consistent candidate experience from first touch to offer.

5. Recruitment Operations & Analytics

• Manage and optimize the ATS.
• Track hiring metrics: time-to-fill, pipeline conversion, source effectiveness, reasons for drop-off, etc.
• Build simple dashboards for leadership visibility.
• Develop and maintain recruitment policies, SOPs, and governance.

6. Stakeholder Management

• Partner with hiring managers to align on role requirements and priorities.
• Advise on market benchmarks, talent availability, and compensation bands.
• Set and manage expectations around timelines and process.

7. Offer Management & Onboarding Handoff

• Prepare offers aligned with internal compensation structures.
• Lead offer negotiations with clarity and professionalism.
• Ensure a smooth handover to HR Ops after the offer is signed.