Talent Acquisition Specialist

About the role

The Talent Acquisition Specialist is responsible for managing the end-to-end recruitment process and ensuring the company attracts, identifies, and hires high-quality talent aligned with business needs and organizational culture. The role acts as a strategic partner to department leaders by understanding hiring requirements, workforce needs, and position expectations, then translating these requirements into effective recruitment strategies.

The Talent Acquisition Specialist is responsible for sourcing candidates, conducting screening and interview processes, coordinating recruitment activities, managing candidate relationships, and ensuring a smooth and positive candidate experience from initial engagement through to the employee's start date.

Key responsibilities

1. Recruitment Planning and Stakeholder Partnership

• Work closely with department heads and hiring managers to understand workforce requirements and hiring needs.
• Conduct hiring intake discussions to understand:
  • Position requirements
  • Job responsibilities
  • Required qualifications and competencies
  • Technical and behavioral requirements
  • Budget and compensation ranges
  • Hiring timelines
• Provide recommendations regarding recruitment strategies and talent market conditions.
• Assist with workforce planning initiatives where required.

2. Candidate Sourcing and Talent Attraction

• Develop and execute sourcing strategies to attract qualified candidates.
• Source candidates through various channels including:
  • Job portals
  • Professional networking platforms
  • Social media platforms
  • Internal databases
  • Employee referrals
  • Recruitment agencies
  • University and campus partnerships
• Build and maintain talent pipelines for current and future hiring needs.
• Create and publish engaging job advertisements.

3. Candidate Screening and Selection

• Review resumes and applications against job requirements.
• Conduct initial screening interviews to assess:
  • Skills and qualifications
  • Relevant experience
  • Cultural fit
  • Communication skills
  • Salary expectations
  • Availability and notice period
• Coordinate and schedule interview processes with hiring managers.
• Participate in interviews and provide candidate assessments and recommendations.
• Maintain accurate candidate evaluation records.

4. Recruitment Process Management

• Manage the end-to-end recruitment lifecycle including:
  • Job requisition intake
  • Candidate sourcing
  • Screening
  • Interview coordination
  • Candidate assessments
  • Reference checks
  • Offer preparation
  • Offer negotiation
  • Pre-employment documentation
• Ensure recruitment activities are completed within agreed timelines.
• Maintain up to date information in recruitment tracking systems and reports.

5. Candidate Relationship and Pre-Onboarding Management

• Act as the primary contact for candidates throughout the recruitment process.
• Maintain ongoing communication with selected candidates after offer acceptance.
• Monitor candidate progress between offer acceptance and joining date.
• Coordinate collection and verification of required employment documentation.
• Support candidates with onboarding preparation and joining requirements.
• Manage risks relating to candidate withdrawal or onboarding delays.
• Ensure a positive candidate experience until the employee’s first working day.

6. Recruitment Reporting and Analytics

• Track and report recruitment metrics including:
  • Time-to-fill
  • Time-to-hire
  • Offer acceptance rates
  • Candidate pipeline status
  • Recruitment source effectiveness
  • Hiring costs
• Identify recruitment process improvement opportunities.
• Prepare regular recruitment activity reports.

7. Employer Branding and Talent Initiatives

• Support initiatives that strengthen the company’s employer brand.
• Participate in recruitment events including:
  • Job fairs
  • Campus recruitment activities
  • Networking events
  • Employer branding campaigns
• Assist in developing recruitment marketing materials.

8. Compliance and Administrative Responsibilities

• Ensure recruitment activities comply with company policies and applicable employment regulations.
• Maintain confidentiality of candidate information and recruitment records.
• Ensure proper documentation and record management.

Qualifications

Education

• Bachelor’s degree in Human Resources, Psychology, Business Administration, Management, or related field.

Experience

• Minimum 2–4 years of experience in talent acquisition, recruitment, or human resources.
• Experience managing end-to-end recruitment processes.
• Experience recruiting across multiple departments and positions preferred.
• Experience in banking, fintech, technology, or startup environments preferred.

Knowledge & skills

• Recruitment and sourcing techniques
• Interviewing and candidate assessment skills
• Talent market knowledge
• Employer branding understanding
• Communication and interpersonal skills
• Stakeholder management capability
• Negotiation skills
• Organizational and time management skills
• Attention to detail
• Microsoft Office and Applicant Tracking System (ATS) proficiency

Key performance indicators

Recruitment Performance

• Time-to-fill positions
• Time-to-hire
• Number of successful hires
• Hiring target achievement
• Candidate pipeline quality

Candidate Experience

• Candidate satisfaction scores
• Offer acceptance rate
• Candidate dropout rate
• Joining rate after offer acceptance

Quality of Hire

• New hire retention rate
• Hiring manager satisfaction score
• New employee probation success rate

Process and Administration

• Recruitment process compliance
• Accuracy of recruitment documentation
• Recruitment reporting quality and timeliness

Additional requirements

• Strong professional communication and relationship-building skills.
• High level of integrity and confidentiality.
• Ability to manage multiple recruitment projects simultaneously.