Talent Acquisition Executive

Key Roles & Responsibilities1. Sourcing & Candidate Attraction

• Multi-Channel Sourcing: Proactively source active and passive talent via professional networks like LinkedIn Talent Solutions, job boards (e.g., Indeed), employee referrals, and social media.
• Job Posting & Optimization: Write clear, engaging, and inclusive job descriptions that reflect accurate role requirements and corporate values.
• Talent Pipelining: Build and nurture active networks of qualified candidates for future critical business needs to reduce time-to-hire.

2. Screening, Interviewing & Selection

• Resume Screening: Evaluate applications, portfolios, and qualifications using the companys Applicant Tracking System (ATS) to filter the most suitable talent.
• Initial Assessment: Conduct structured phone screenings or first-round interviews to assess technical competence, soft skills, and cultural alignment.
• Interview Coordination: Schedule, coordinate, and moderate subsequent interview loops between candidates and internal stakeholders or client.

3. Stakeholder Management & Collaboration

• Intake Meetings: Partner closely with clients, department heads and hiring managers to define headcount criteria, expectations, and ideal candidate personas.
• Market Consultation: Educate internal teams on current talent market conditions, realistic compensation benchmarks, and availability of skills.

4. Offer Management & Compliance

• Offer Formulation: Conduct reference checks, coordinate background screenings, and gather feedback to extend competitive employment offers.
• Salary Negotiation: Handle offer negotiations transparently, aligning candidate expectations with the company's internal compensation brackets.
• Legal Compliance: Ensure all hiring practices strictly adhere to local employment laws, data protection rules, and internal equity standards.

5. Employer Branding & Operations

• Candidate Experience: Ensure clear, professional, and empathetic communication at every step of the candidate journey, including timely rejection feedback.
• Data Management: Maintain precise and compliant candidate activity logs, notes, and recruitment status dashboards within the corporate ATS.
• Campus & Events: Represent the company at university job fairs, hackathons, or professional networking events to build brand equity.