Talent Acquisition Executive

Masters Degree Role & responsibilities

Strategic Workforce Planning

• Forecast staffing needs: Collaborate with business leaders to map future skill gaps and align hiring with company growth goals.
• Build talent pipelines: Proactively source and nurture passive candidates before vacancies officially open.
• Define selection criteria: Partner with department managers to create clear, objective, and skills-based hiring requirements.

Employer Branding & Sourcing

• Promote company culture: Shape and share the organization's employer value proposition (EVP) across digital platforms and career pages.
• Source active and passive talent: Utilize professional networks like LinkedIn Talent Solutions, job boards, referrals, and direct outreach.
• Represent the company: Attend career fairs, industry events, and campus recruitment drives.

Screening & Full-Cycle Recruitment

• Draft job descriptions: Design compelling descriptions and relevant candidate assessment tasks.
• Screen applications: Review resumes, administer skill tests, and conduct initial phone or video interviews.
• Coordinate interview loops: Manage schedules and feedback collection between candidates and hiring managers.

Offer Management & Onboarding

• Negotiate offers: Guide compensation discussions and coordinate pre-employment background checks.
• Facilitate onboarding: Partner with HR to ensure a smooth transition from candidate to active employee.
• Track metrics: Monitor data via an Applicant Tracking System (ATS) to improve time-to-hire, diversity goals, and candidate experience. [1, 2, 3, 4, 5]

Preferred candidate profile:

Bachelors Degree / Masters Degree .