Senior Talent Acquisition Manager

CIMET is looking for a battle-tested Senior Talent Acquisition Manager who is, first and foremost, an exceptional headhunter someone who builds pipelines others can't, closes candidates others can't reach, and then turns that expertise into a capability that elevates the entire TA team.

This is not a coordination or process-management role. You will personally own and close the hardest, most strategic hires while simultaneously leading the TA function setting the teams KRIs, running performance reviews, building recruitment dashboards, and serving as CIMETs brand ambassador at every candidate touchpoint. A strong tech-sector lens is essential; you will be the bridge between business leaders and the talent market.

If you love the hunt, love building teams, and take personal pride in the experience every candidate has with CIMET regardless of outcome this role is built for you.

KEY RESPONSIBILITIES

1. Headhunting Excellence & Personal Delivery

• Personally own and close senior, leadership, and niche roles especially those that require proactive outreach, not just inbound sourcing
• Execute advanced LinkedIn Recruiter strategies, talent mapping, and boolean search to build pipelines for hard-to-fill positions
• Develop and maintain a personal network of high-quality passive candidates across tech and business functions
• Serve as the teams internal headhunting expert build playbooks, run workshops, and coach every TA team member on sourcing methodology
• Maintain a personal hiring delivery target alongside team-level responsibilities

2. Team Leadership & Performance Management

• Lead, mentor, and develop the Talent Acquisition team, fostering a high-performance, accountable culture
• Define individual KRIs (Key Result Indicators) for each team member aligned to business hiring goals
• Conduct structured performance reviews (quarterly check-ins and bi-annual formal reviews) for all direct reports
• Build individual development plans focused on sourcing skills, stakeholder management, and domain knowledge
• Drive ownership of team-level SLAs, quality-of-hire benchmarks, and delivery timelines

3. Recruitment Analytics & Dashboard Ownership

• Architect and own the TA functions data infrastructure from defining what gets measured to how insights are presented
• Build and maintain live recruitment dashboards (Power BI or equivalent) tracking: TAT, funnel conversion, source effectiveness, quality of hire, offer acceptance rate, and cost-per-hire
• Define the KRI framework for the TA function and report on it at leadership level on a regular cadence
• Use data proactively to identify bottlenecks, course-correct hiring strategies, and make the business case for TA investments
• Create and present monthly and quarterly TA performance reports to HR leadership and business stakeholders

4. Hiring Strategy & Stakeholder Partnership

• Develop and execute hiring strategies that are tightly aligned with CIMETs business and growth objectives
• Partner with department heads and hiring managers to translate workforce plans into structured, executable hiring roadmaps
• Conduct role briefings and intake sessions to ensure role clarity, calibration, and mutual accountability before every search begins
• Identify hiring risks early and manage escalations with a solution-first mindset

5. Candidate Experience & Employer Brand

• Own the candidate experience end-to-end from the first InMail or job post to the offer call and onboarding handoff
• Establish and monitor a candidate NPS or feedback mechanism to continuously improve how CIMET is perceived in the talent market
• Lead CIMET’s employer branding strategy across LinkedIn, job boards, campus channels, and industry events
• Ensure every candidate — hired or not — leaves the process with a positive, professional impression of CIMET
• Champion CIMET’s values, culture, and growth story as a core part of every candidate interaction

6. Process Excellence & Governance

• Standardise recruitment processes, intake templates, evaluation scorecards, and offer workflows into documented SOPs
• Ensure compliance, consistency, and continuous improvement across all hiring practices
• Own the ATS configuration and hygiene — ensure data accuracy, pipeline visibility, and reporting reliability
• Identify and implement process improvements that reduce time-to-fill without compromising quality

Role Requirements:

Headhunting & Advanced Sourcing

LinkedIn Recruiter, talent mapping, boolean search, passive candidate engagement

People Leadership

Team development, KRI setting, performance reviews, coaching

Recruitment Analytics

Dashboard creation, data storytelling, KRI framework ownership

Stakeholder Management

Business partnering, influence, executive communication, role calibration

Candidate Experience & Employer Brand

NPS thinking, brand storytelling, end-to-end experience ownership

Tech Talent Fluency

Tech role scoping, engineering hiring patterns, credible engagement with tech leaders

Hiring Requirements:

• Bachelor’s or Master’s degree in Human Resources, Business, or a related field
• 7+ years of end-to-end Talent Acquisition experience, including 2–3 years in a people leadership role
• Demonstrated track record of personally closing senior, leadership, and niche roles through proactive headhunting
• Experience building or significantly improving recruitment dashboards and reporting frameworks
• Prior experience in a tech-sector or tech-adjacent organization is strongly preferred
• Proven ability to set and manage team KRIs and run structured performance review cycles

Preferred Skills

• LinkedIn Recruiter or equivalent sourcing platforms
• ATS platforms (hands-on configuration and reporting, not just usage)
• Power BI or equivalent for dashboard creation and data storytelling
• Microsoft Excel (pivot tables, data analysis)
• Microsoft PowerPoint for leadership presentations