Talent Acquisition Executive

Role Summary

The Global Talent Acquisition Executive is responsible for identifying, attracting, and hiring top-tier talent across various international regions to support AVASO's rapid growth. This role contributes to the business by ensuring the organization is equipped with high-performing individuals who align with our global strategic objectives and company culture.

Key Responsibilitie

• sExecute full-lifecycle recruitment processes, including sourcing, screening, and interviewing candidates for diverse global positions
• .Manage candidate pipelines through various channels (LinkedIn, job boards, referrals) to ensure a steady flow of qualified talent
• .Coordinate and schedule interviews across different time zones, ensuring a seamless experience for both candidates and interviewers
• .Maintain accurate and up-to-date candidate records within the Applicant Tracking System (ATS) to ensure data integrity
• .Act as a brand ambassador for AVASO, communicating the company's value proposition effectively to external prospects
• .Monitor recruitment metrics to track the effectiveness of sourcing channels and time-to-hire
• .Assist in the preparation and delivery of offer letters and pre-boarding documentation
• .Assess applicants relevant knowledge, skills, experience, and cultural fit
• .Act as a liaison and build influential relationships with candidates throughout the selection process

.
Required Skil

• lsProficiency in Boolean searching, social media sourcing, and data managemen
• t.Understanding of global recruitment best practices and labor market tren

ds
Tools / Systems / Technical Knowle

• dgeHands-on experience with Applicant Tracking Systems (AT
• S).Advanced proficiency in LinkedIn Recruiter and other professional networking platfor
• ms.Strong command of Microsoft Office Suite (Excel, Word, Team

s).
Problem-Solving Comple

• xityHandles moderate tasks such as managing conflicting interview schedules and navigating niche talent mark
• ets.Expected to show innovation in finding passive candidates for hard-to-fill technical ro

les.
Education & Certification Require

• mentsBachelor's degree in human resources, Business Administration, or a related f
• ield.HR certification (e.g., SHRM-CP, PHR or any other). (opti

onal)
Experience Requir

• ements0.6–3 years of experience in recruitment or talent acquis
• ition.Prior experience in a global or fast-paced corporate environment is highly pref