Recruiter
G&A Full-Cycle Recruitment: Manage the end-to-end recruitment process, leading strategic kick-off call to understand hiring needs, from defining job requirements to closing offers. Sourcing Strategy: Implement given sourcing strategies as outlined and to attract passive and active candidates. Candidate Assessment: Screen resumes, conduct interviews, and assess skills to match candidates with relevant roles. Communication/Collaboration: Communicate effectively with both candidates and hiring managers and ask the right questions to assess the fit and potential of each applicant and collaborate with hiring managers to understand their needs and team dynamics. Talent Pipelining: Build and maintain a pipeline of qualified candidates for current and future openings. Employer Branding: Promote our company's brand and culture to attract talent to Ops and support roles through established means as well as creative and non-traditional efforts as needed. Data-Driven Approach: Use metrics to evaluate sourcing effectiveness and optimize recruitment processes. Stakeholder Management: Conduct/review talent supply & demand analysis and advise hiring managers and HR partners on talent marketplace dynamics (e.g., talent availability & salary data) Establish clear roles and responsibilities and communicate regularly and effectively with all parties. Schedule and lead recurring check-ins with hiring manager. New Hire Transition: In partnership with HR ensure smooth transition of hired candidates into roles through onboarding and immersion process. Bachelors Degree: degree or equivalent experience in a talent acquisition or applicable HR experience within a global organization. Experience: Applicable experience in G&A, Commercial, Sales, Go To Market recruiting or a similar role as part of a complex global organization, RPO or equivalent experience. Familiarity with needed labor and employment laws for countries where recruiting. Sourcing Skills: Proficiency in using LinkedIn, AI enabled sourcing, latest search techniques, and other sourcing tools as well building relationships with local talent sources. Communication: Excellent verbal and written communication skills in languages and culture of regions where recruiting talent. Collaboration: A strong collaborative style with ability to deliver results and build relationships across multiple businesses, locations, organizational levels, and functions. Business System/Standard Processes: Experience with standard processes to drive results. Business Acumen: asks questions/research to gain understanding of business goals and challenges of the company and the role they are hiring for. Business Partnership: Align recruiting strategy and activities with the company's vision, mission, and values, and business strategy. Ability to inspire confidence and advise business and HR leaders. Self-Motivated: Ability to operate with autonomy and discretion and use sound judgment in all situations. Operations & Support Function Familiarity: Understanding of the manufacturing industry, support and analyst positions that support the organization in general. Passion for Recruitment: Enthusiasm for connecting with candidates and building relationships. Networking Abilities: Ability to engage with passive candidates and build a strong professional network. Adaptability: Strong level of adaptability, analytical skills, intellectual curiosity, and a continuous learner.
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Recruiter
G&A Full-Cycle Recruitment: Manage the end-to-end recruitment process, leading strategic kick-off call to understand hiring needs, from defining job requirements to closing offers. Sourcing Strategy: Implement given sourcing strategies as outlined and to attract passive and active candidates. Candidate Assessment: Screen resumes, conduct interviews, and assess skills to match candidates with relevant roles. Communication/Collaboration: Communicate effectively with both candidates and hiring managers and ask the right questions to assess the fit and potential of each applicant and collaborate with hiring managers to understand their needs and team dynamics. Talent Pipelining: Build and maintain a pipeline of qualified candidates for current and future openings. Employer Branding: Promote our company's brand and culture to attract talent to Ops and support roles through established means as well as creative and non-traditional efforts as needed. Data-Driven Approach: Use metrics to evaluate sourcing effectiveness and optimize recruitment processes. Stakeholder Management: Conduct/review talent supply & demand analysis and advise hiring managers and HR partners on talent marketplace dynamics (e.g., talent availability & salary data) Establish clear roles and responsibilities and communicate regularly and effectively with all parties. Schedule and lead recurring check-ins with hiring manager. New Hire Transition: In partnership with HR ensure smooth transition of hired candidates into roles through onboarding and immersion process. Bachelors Degree: degree or equivalent experience in a talent acquisition or applicable HR experience within a global organization. Experience: Applicable experience in G&A, Commercial, Sales, Go To Market recruiting or a similar role as part of a complex global organization, RPO or equivalent experience. Familiarity with needed labor and employment laws for countries where recruiting. Sourcing Skills: Proficiency in using LinkedIn, AI enabled sourcing, latest search techniques, and other sourcing tools as well building relationships with local talent sources. Communication: Excellent verbal and written communication skills in languages and culture of regions where recruiting talent. Collaboration: A strong collaborative style with ability to deliver results and build relationships across multiple businesses, locations, organizational levels, and functions. Business System/Standard Processes: Experience with standard processes to drive results. Business Acumen: asks questions/research to gain understanding of business goals and challenges of the company and the role they are hiring for. Business Partnership: Align recruiting strategy and activities with the company's vision, mission, and values, and business strategy. Ability to inspire confidence and advise business and HR leaders. Self-Motivated: Ability to operate with autonomy and discretion and use sound judgment in all situations. Operations & Support Function Familiarity: Understanding of the manufacturing industry, support and analyst positions that support the organization in general. Passion for Recruitment: Enthusiasm for connecting with candidates and building relationships. Networking Abilities: Ability to engage with passive candidates and build a strong professional network. Adaptability: Strong level of adaptability, analytical skills, intellectual curiosity, and a continuous learner.