Recruiter Specialist

Role & responsibilities

Business & Hiring Partnership

• Partner with hiring managers and business leaders to understand current and future talent requirements, role expectations, critical skills and hiring priorities.
• Translate business requirements into clear, effective job descriptions and sourcing strategies.
• Own hiring plans for assigned functions and ensure positions move through the recruitment lifecycle within agreed timelines.
• Challenge and clarify requirements where necessary to ensure the organisation hires for the right capability, not simply to close a vacancy.

Talent Sourcing & Pipeline Development

• Build and maintain strong talent pipelines through LinkedIn, job portals, referrals, professional networks, internal databases and other relevant sourcing channels.
• Identify passive talent and develop long-term talent pools for critical and recurring roles.
• Use targeted sourcing strategies for specialised technology and cybersecurity positions including GRC, VAPT, cybersecurity consulting, technology, product and other niche skill areas.
• Track sourcing effectiveness and continuously improve channel performance.

End-to-End Recruitment

• Own the recruitment lifecycle from requirement understanding and sourcing through screening, interview coordination, selection, offer management and joining.
• Conduct structured candidate screening to assess technical relevance, communication, motivation, stability and overall role fit.
• Coordinate interviews efficiently and ensure timely feedback from hiring managers.
• Manage offer discussions and follow through until joining to minimise offer dropouts and no-shows.
• Maintain accurate recruitment data and ensure ATS/recruitment trackers are updated in a timely manner.

Stakeholder Management

• Build strong working relationships with hiring managers and business leaders.
• Drive timely interview feedback, decision-making and closure.
• Keep stakeholders informed on hiring progress, challenges, market availability and expected timelines.
• Escalate hiring risks early and proactively recommend solutions.

Candidate Experience & Employer Brand

• Ensure every candidate receives a professional, transparent and respectful recruitment experience.
• Represent the organisation and its culture effectively during candidate interactions.
• Build a strong talent community and maintain relationships with relevant candidates even when there is no immediate opening.

Key Success Measures

The success of this role will be measured through:

• Positions closed within agreed hiring timelines
• Quality of hires
• Offer-to-joining conversion
• Time to shortlist and time to hire
• Hiring manager satisfaction
• Candidate experience
• Pipeline strength for critical roles
• Source effectiveness and conversion
• Reduction in hiring delays and interview drop-offs
• Accuracy and discipline of recruitment data

Preferred candidate profile

• Strong experience in end-to-end recruitment for technology, IT, cybersecurity or consulting organisations.
• Experience hiring for niche and specialised technology roles is preferred.
• Strong sourcing and candidate identification skills.
• Excellent stakeholder management and communication skills.
• Ability to understand technical job requirements and assess candidate relevance.
• Strong negotiation and offer management skills.
• Comfortable working with recruitment metrics and hiring dashboards.
• Strong ownership, follow-through and execution discipline.
• Ability to manage multiple priorities in a fast-paced environment.
• Experience or demonstrated interest in leveraging AI tools to enhance recruitment effectiveness will be an added advantage.