Senior Technical Talent Acquisition

Senior Talent Acquisition

Job Summary
The Senior Talent Acquisition Specialist is responsible for leading end-to-end recruitment activities for critical and high-impact roles while acting as a strategic partner to hiring managers. The role focuses on advanced sourcing, stakeholder management, talent pipeline development, employer branding, and mentoring junior TA team members, ensuring a high-quality and scalable hiring process aligned with business objectives.

 
Key Responsibilities

• Lead the full recruitment lifecycle, including job scoping, sourcing, interviewing, offer management, and onboarding coordination.
• Partner closely with hiring managers and business leaders to understand workforce needs, role requirements, and long-term hiring plans.
• Develop and execute advanced sourcing strategies to build strong talent pipelines for current and future hiring needs.
• Conduct competency-based and structured interviews to assess technical expertise, soft skills, and cultural fit.
• Act as a subject-matter expert on recruitment best practices, market trends, and talent availability.
• Ensure a high-quality candidate experience across all recruitment stages.
• Support and contribute to employer branding initiatives, talent outreach campaigns, and social media recruiting.
• Maintain accurate recruitment data, candidate pipelines, and hiring workflows within the ATS.
• Analyze recruitment metrics (time to hire, quality of hire, source effectiveness) and prepare reports with actionable insights.
• Participate in career fairs, and recruitment events as needed.
• Collaborate with the management on workforce planning and talent forecasting.
  
   

Job Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 5+ years of proven experience in Talent Acquisition or Recruitment, preferably within the technology/software sector.
• Strong hands-on experience in full-cycle recruiting and advanced sourcing techniques.
• Solid understanding of technical and non-technical roles, job markets, and hiring trends.
• Experience with competency-based interviews and assessment tools.
• Proficiency in ATS systems, job boards, LinkedIn, and sourcing platforms.
• Team player with strong communication, and negotiation skills.
• Highly organized, analytical, and capable of managing multiple priorities.
• Experience in employer branding and recruitment marketing is a plus.
• Prior experience mentoring or guiding junior recruiters is an advantage.