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associate talent acquisition partner based

Agoda

<div>
 
 About Agoda
 
 
 
 At Agoda, we bridge the world through travel. Our story began in 2005, when two lifelong friends and entrepreneurs, driven by their passion for travel, launched Agoda to make it easier for everyone to explore the world.
 
 
 Today, we are part of Booking Holdings [NASDAQ: BKNG], with a diverse team of over 7,000 people from 90 countries, working together in offices around the globe. Every day, we connect people to destinations and experiences, with our great deals across our millions of hotels and holiday properties, flights, and experiences worldwide.
 
 
 No two days are the same at Agoda. Data and technology are at the heart of our culture, fueling our curiosity and innovation. If you&rsquo;re ready to begin your best journey and help build travel for the world, join us.
 
 
 
 Our Purpose &ndash; Bridging the World Through Travel
 
 
 
 We believe travel allows people to enjoy, learn and experience more of the amazing world we live in. It brings individuals and cultures closer together, fostering empathy, understanding and happiness.
 
 
 We are a skillful, driven and diverse team from across the globe, united by a passion to make an impact. Harnessing our innovative technologies and strong partnerships, we aim to make travel easy and rewarding for everyone.
 
 
 At Agoda, we believe our people are our strength. We work hard and have fun, and we choose people who are dedicated to making things great.
 
 
 
 The Opportunity
 
 
 
 In this role you will contribute to Agoda&rsquo;s success by developing and implementing staffing strategies to identify high-quality, diverse candidates.
 
 
 You will concentrate on active and passive candidate generation for positions across multiple functional groups or business units locally &amp; globally and act as a staffing subject matter expert.
 
 
 You will be focusing on hiring for volume positions in Customer Experience Group (e.g. Customer Experience Specialists).
 
 
 
 In this Role, You Will:
 
 
 
 
 
 <ul>
 <li>
 Support the business by providing quality driven, cost effective and timely end-to-end recruitment solutions to the designated business units, drawing insights from analytics to make the hiring process smarter and more efficient.
 </li>
 <li>
 Deliver a full range of recruitment services providing a positive and professional experience to both candidates and hiring managers.
 </li>
 <li>
 Review CVs, conduct pre-screening interviews and face to face interviews as required.
 </li>
 <li>
 Partner with hiring managers in the selection process, where appropriate, attending interviews to support hiring managers.
 </li>
 <li>
 Conducting interview debriefs at all stages with both hiring managers and candidates to uncover any potential issues, handle objections and pre-close both parties.
 </li>
 <li>
 Drive proactive sourcing plans to attract external talent using direct channels in line with business needs; position specific sourcing strategies, initiatives and programs including networking/relationship building, internet job boards, social network search, database mining, professional outreach and advanced direct searching techniques.
 </li>
 <li>
 Improve our employer brand in partnership with the HR team.
 
 
 </li>
 </ul>
 
 Core Skills And Competencies
 
 
 
 <ul>
 <li>
 3+ years of experience in recruitment (agency or in-house)
 </li>
 <li>
 Experience recruiting for Egypt market is highly preferred
 </li>
 <li>
 Experience recruiting for customer service and business development positions is preferred
 </li>
 <li>
 Experience recruiting in the OTA (online travel), e-commerce, or tech industries is preferred
 </li>
 <li>
 Fluency in English, it would be a plus if you can speak other languages such as German, Italian, Spanish, or French.
 </li>
 <li>
 Demonstrable track record of handling multiple vacancies across a variety of locations and disciplines
 </li>
 <li>
 Ability to build strong relationships at all levels of the business
 </li>
 <li>
 Strong organizational skills; time management; attention to detail and ability to prioritize and manage competing demands.
 </li>
 <li>
 Confident communicator with ability to cope within a fast-paced and changing environment.
 </li>
 <li>
 Results orientated - demonstrate initiative, a strong commitment to achieving meaningful results.
 </li>
 <li>
 Willing and able to adjust to multiple demands, shifting priorities, and demonstrate flexibility
 
 
 </li>
 </ul>
 
 Why Agoda
 
 
 
 <ul>
 <li>
 $400 USD allowance to set up your home office (one time)
 </li>
 <li>
 Annual performance Bonus, in line with Agoda's policy
 </li>
 <li>
 A highly diverse, multicultural work environment
 </li>
 <li>
 A compensation package, including benefits and an annual performance-linked bonus, that is competitive for the role and aligned with country or global standards.
 </li>
 <li>
 Agoda staff discount on bookings
 </li>
 <li>
 Career development opportunities
 </li>
 <li>
 Employees&rsquo; well-being programs
 </li>
 <li>
 No relocation support provided for this position
 
 
 </li>
 </ul>
 
 Discover More About Working At Agoda
 
 
 
 <ul>
 <li>
 Agoda Careers https://careersatagoda.com
 </li>
 <li>
 Facebook https://www.facebook.com/agodacareers/
 </li>
 <li>
 LinkedIn https://www.linkedin.com/company/agoda
 </li>
 <li>
 YouTube https://www.youtube.com/agodalife
 
 
 </li>
 </ul>
 
 Equal Opportunity Employer
 
 
 
 At Agoda, we pride ourselves on being a company represented by people of all different backgrounds and orientations. We prioritize attracting diverse talent and cultivating an inclusive environment that encourages collaboration and innovation. Employment at Agoda is based solely on a person&rsquo;s merit and qualifications. We are committed to providing equal employment opportunity regardless of sex, age, race, color, national origin, religion, marital status, pregnancy, sexual orientation, gender identity, disability, citizenship, veteran or military status, and other legally protected characteristics.
 
 
 We will keep your application on file so that we can consider you for future vacancies and you can always ask to have your details removed from the file. For more details please read our privacy policy.
 
 
 
 Disclaimer
 
 
 
 We do not accept any terms or conditions, nor do we recognize any agency&rsquo;s representation of a candidate, from unsolicited third-party or agency submissions. If we receive unsolicited or speculative CVs, we reserve the right to contact and hire the candidate directly without any obligation to pay a recruitment fee.
</div>

Associate Talent Acquisition Partner (Based in Cairo)

Cilantro

<div>
 To lead and execute end to end talent acquisition strategies for Cilantro, ensuring timely, high-quality hires while enhancing the employer brand and supporting business growth objectives. Acts as a strategic partner to hiring managers and provides insights on workforce planning and talent market trends.
 
 
 
 Responsibilities
 
 
 
 <ul>
 <li>
 Full-Cycle Recruitment
 </li>
 <li>
 Manage end-to-end recruitment for key roles across business functions.
 </li>
 <li>
 Stakeholder Management
 </li>
 <li>
 Partner with business leaders and hiring managers to understand workforce needs.
 </li>
 <li>
 Sourcing &amp; Talent Pipelines
 </li>
 <li>
 Develop proactive sourcing strategies, including passive candidate engagement.
 </li>
 <li>
 Candidate Experience
 </li>
 <li>
 Ensure a smooth and positive candidate journey.
 </li>
 <li>
 Employer Branding
 </li>
 <li>
 Support initiatives to attract top talent and enhance market presence.
 </li>
 <li>
 Metrics &amp; Reporting
 </li>
 <li>
 Track, analyze, and report recruitment KPIs.
 </li>
 <li>
 Process Improvement
 </li>
 <li>
 Identify gaps in TA processes and propose enhancements.
 
 
 </li>
 </ul>
 
 Requirements
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in human resources, Business Administration, or related field (master&rsquo;s preferred).
 </li>
 <li>
 1-2 years of experience in full-cycle talent acquisition, ideally in fast-paced or multi-national environments.
 </li>
 <li>
 Proven track record in sourcing, interviewing, and hiring for mid-to-senior level positions.
 </li>
 <li>
 Experience with applicant tracking systems (ATS) and HR technologies.
 </li>
 <li>
 Strong understanding of labor laws and HR best practices.
 </li>
 <li>
 Strategic Thinking
 </li>
 <li>
 Stakeholder Management
 </li>
 <li>
 Sourcing Expertise
 </li>
 <li>
 Candidate Engagement
 </li>
 <li>
 Decision-Making &amp; Judgment
 </li>
 <li>
 Analytical Skills
 </li>
 <li>
 Collaboration &amp; Teamwork
 </li>
 <li>
 Adaptability &amp; Resilience
 </li>
 </ul>
</div>

Talent Acquisition Specialist

Hitachi Rail

<div>
 
 About Us
 
 
 
 A career at Hitachi Rail will help create a legacy. With operations in every corner of the world, our work goes to the cutting-edge of digital transformation and technology. From the multi-cultural strength of our global organisation to the sustainable and innovative ways we work to bring people together, there&rsquo;s something for everyone to get stuck into. And that&rsquo;s where you come in.
 
 
 Cairo, Egypt (On-Site)
 
 
 Would you like to be part of a team that really makes a difference to people&rsquo;s lives and local communities? Do you want to work with a highly regarded team who will support your learning and development? Then look no further&hellip;
 
 
 
 Our Opportunity
 
 
 
 We have a really exciting opportunity for an experienced Talent Acquisition Partner to join HR team.
 
 
 You will be working in partnership with all projects and functions across Egypt and will be responsible for defining, owning and delivering the company Talent Acquisition Strategy &amp; Plan.
 
 
 You will be a key member of the HR team and will be responsible for forecasting short, medium and long-range talent requirements, developing innovative strategies for talent acquisition, and creating an overall talent strategy with a focus on retention, development and succession planning.
 
 
 
 Your Main Responsibilities:
 
 
 
 Talent Acquisition Partner is responsible for delivering the country recruitment requirements for defined business areas. You own all hiring into their domain including internal, external, graduate and permanent recruitment.
 
 
 Professional, Contingent and Emerging Talent Resourcing
 
 
 <ul>
 <li>
 Personally own the full recruitment lifecycle for assigned requisitions from requirements definition, sourcing, selection through to on-boarding.
 </li>
 <li>
 Personally accountable for delivering quality hires against technical and business requisitions however, delivery of more senior or junior roles may be required from time to time.
 </li>
 <li>
 Personally conduct phone screening and manage internal and external research to create robust long lists of candidates
 </li>
 <li>
 Build and maintain a network of candidates for all business-critical roles
 </li>
 <li>
 Manage all channels to the candidate market including employee referral, e-sourcing, online advertising and events
 </li>
 <li>
 Manage the delivery of assigned and shared internal and external resources to ensure Quality, Speed and Cost targets are achieved
 </li>
 <li>
 Personally assess candidates&rsquo; competence, cultural fit and motivation, and present robust and diverse candidate shortlists.
 </li>
 <li>
 Champion compliance with Hitachi Group policies and procedures throughout the recruitment lifecycle, including ensuring comprehensive and accurate information is maintained in key systems (e.g. Workday) to consistent standards across the team
 </li>
 <li>
 Collaborate with the other Talent Acquisition Partners of the Group as required and share best practices and innovative solutions, which could benefit to all, working in international groups on relevant projects.
 </li>
 <li>
 Collaborate with University and lead Internship programs.
 
 
 </li>
 </ul>
 Employer Branding
 
 
 <ul>
 <li>
 Ensure all marketing channels used meet Group Global employer branding guidelines
 </li>
 <li>
 Represent the Group at industry events in line with the company strategy
 </li>
 <li>
 Participate actively to HR Communication actions: Career Fairs, internal or external events, campaign, etc.
 
 
 </li>
 </ul>
 
 Onboarding
 
 
 
 <ul>
 <li>
 Maintain effective and collaborative working relationships with other teams involved in the onboarding process (Security, HRSS) to ensure that time to start targets are met
 </li>
 <li>
 Ensure consistently accurate and complete data to HRSS to support this for assigned roles
 </li>
 <li>
 Ensure a positive candidate experience throughout on-boarding (e.g. security, references, IT etc).
 
 
 </li>
 </ul>
 
 About You:
 
 
 
 <ul>
 <li>
 Have minimum of 5 years of experience in Talent Acquisition within a fast paced, complex and high-volume of engineering recruitment environment
 </li>
 <li>
 To be lead, model, manage and coach the organization in best practice of recruitment &amp; selection techniques and tools (e.g. Workday, LinkedIn)
 </li>
 <li>
 Have excellent communication and interpersonal skills
 </li>
 <li>
 Able to manage multiple priorities and work effectively under pressure
 </li>
 <li>
 To be fluency in English is mandatory
 </li>
 <li>
 Have Bachelor's degree in Human Resources, Business Administration, or a related field is a must
 </li>
 <li>
 To be a business focused resourcing professional and passionate about recruitment delivery and customer service
 </li>
 <li>
 Must demonstrate a clear track record of proactively sourcing a significant number of hires direct from the market
 </li>
 <li>
 Have spent a key portion of career in a Recruitment Function
 </li>
 <li>
 Have Track record of successfully delivering full lifecycle Search assignments
 </li>
 <li>
 Adept at setting and managing customers&rsquo; expectations
 </li>
 <li>
 Able to develop valued relationships with Hiring Managers and Candidates alike
 </li>
 <li>
 Has an experience in collaborating with University and Internship programs.
 
 
 </li>
 </ul>
 Thank you for your interest in Hitachi Rail. If your application is of interest, we will be in contact. Please do not hesitate to discover more about us and our latest jobs at https://www.hitachirail.com/careers.
 
 
 
 At Hitachi Rail, there is a place for everyone. We welcome and value differences in background, age, gender, sexuality, family status, disability, race, nationality, ethnicity, religion, and world view. It is our commitment to create an inclusive environment - we are proud to be an equal opportunity employer.
 
 
 
 We would be delighted if you would be one of our followers at https://www.linkedin.com/company/hitachirail.
 
 
</div>

Talent Acquisition Partner

Johnson Controls Arabia

<div>
 
 Role Purpose
 
 
 (Egypt, Lebanon &amp; Offshore Mobilization)
 
 
 The Talent Acquisition Lead / TA Business Partner is accountable for end-to-end recruitment delivery for Johnson Controls across Egypt and Lebanon, including the hiring of Egypt-based employees who will be deployed to work on international/offshore projects. The role leads workforce planning inputs, hiring prioritization, and recruitment budget planning, ensuring timely, compliant, and high-quality hiring for professional, technical, and high-volume field roles (including Field Technicians). The incumbent partners with business and project leaders to deliver staffing plans, replacement hiring, and robust talent pipelines aligned to operational timelines and project mobilization requirements.
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 
 1) Manpower Planning, Demand Forecasting &amp; Hiring Governance
 
 
 - Partner with business leaders, project/operations, and HRBPs to build and maintain annual and quarterly manpower plans for:
 
 
 - Egypt-based roles,
 
 
 - Lebanon hiring requirements,
 
 
 - Egypt-based hires mobilized to other countries (project/offshore deployment).
 
 
 - Convert manpower demand into an executable recruitment plan: hiring waves, role prioritization, onboarding/mobilization dates, and resourcing timelines.
 
 
 - Manage headcount governance: requisition justification, approvals workflow, and alignment to budget and organizational controls.
 
 
 
 
 
 2) Recruitment Budget Inputs &amp; Cost Management
 
 
 - Prepare TA budget inputs aligned with manpower plans (advertising, assessments, background checks, medical/fitness checks where applicable, agency fees if used, and mobilization-related hiring costs when relevant).
 
 
 - Track recruitment spend vs. plan and drive cost optimization (referrals, direct sourcing, improved funnel conversion, reduced agency reliance).
 
 
 - Partner with Finance and C&amp;B to ensure offers align with approved bands, allowances (where applicable), and mobilization requirements.
 
 
 
 
 
 3) End-to-End Talent Acquisition Delivery (Full Cycle)
 
 
 - Own the full recruitment lifecycle for all supported locations and job families:
 
 
 - intake session with hiring manager,
 
 
 - JD alignment and competency profiling,
 
 
 - sourcing strategy and execution,
 
 
 - screening and shortlisting,
 
 
 - interview coordination and structured assessments,
 
 
 - offer management and candidate closing,
 
 
 - pre-boarding handover to HR Operations.
 
 
 - Ensure consistent selection discipline using competency-based interviews, documented decision-making, and standardized evaluation tools.
 
 
 
 
 
 4) Field Technician &amp; Technical Hiring (High Volume / Hard-to-Fill)
 
 
 - Lead hiring for field and technical roles such as (examples):
 
 
 - Field/Service Technicians, Site Technicians, Maintenance Technicians,
 
 
 - Service Engineers, Commissioning/Start-up roles,
 
 
 - Project site support positions (as applicable).
 
 
 - Build repeatable recruitment engines for technician hiring:
 
 
 - technical screening criteria,
 
 
 - trade/technical institute partnerships,
 
 
 - referral programs, local sourcing days, and assessment events.
 
 
 - Partner with Operations/Service leaders to define skill matrices, certifications, and practical assessment methods.
 
 
 
 
 
 5) Offshore/International Deployment Hiring (Mobilization-Focused)
 
 
 - Manage hiring requirements for Egypt-based employees deploying to other countries:
 
 
 - align hiring timelines to mobilization/project start dates,
 
 
 - ensure readiness for documentation and pre-deployment requirements.
 
 
 - Coordinate with internal stakeholders (HR Ops/Legal/Compliance, Travel/Mobility if applicable) to ensure recruitment-related documentation is complete for mobilization (e.g., passport readiness, required attestations, medical/fitness checks if required by project/site).
 
 
 - Maintain a proactive &ldquo;deployable talent&rdquo; pipeline for urgent project mobilizations.
 
 
 6) Replacement Hiring &amp; Continuity Planning
 
 
 - Maintain and execute replacement plans for critical positions and high-attrition roles (including technician pipelines).
 
 
 - Manage urgent, confidential, and business-critical replacement hiring with speed, discretion, and stakeholder alignment.
 
 
 - Monitor vacancy risk and propose mitigation (bench pipeline, internal mobility, fast-track selection).
 
 
 
 
 
 7) Sourcing Strategy, Talent Pipelines &amp; Market Intelligence
 
 
 - Develop multi-channel sourcing strategies by role family and location:
 
 
 - LinkedIn Recruiter and direct sourcing,
 
 
 - referrals and internal mobility,
 
 
 - job boards, technical institutes, universities,
 
 
 - talent communities and targeted campaigns.
 
 
 - Provide market intelligence and advisory: availability, pay movement, competitor mapping, and location-specific sourcing recommendations for both professional and technician markets.
 
 
 
 
 
 8) Agency/Vendor Management (If Used)
 
 
 - Manage external recruitment agencies (when needed): role briefing, shortlist quality control, turnaround expectations, and commercial governance within approved terms.
 
 
 - Track agency performance via scorecards (TAT, quality, offer acceptance, retention proxies, cost) and ensure ROI.
 
 
 
 
 
 9) Compliance, Documentation &amp; Risk Controls
 
 
 - Ensure recruitment processes comply with internal policy and local legal requirements (Egypt and Lebanon), plus any governance for international deployment hiring.
 
 
 - Maintain audit-ready recruitment documentation: approvals, shortlists, interview notes, selection justification, offer approvals, and exceptions.
 
 
 - Protect candidate data confidentiality and ensure proper handling of personal information.
 
 
 
 
 
 10) Reporting, Metrics &amp; Continuous Improvement
 
 
 - Own TA dashboards and hiring cadence reporting:
 
 
 - requisition aging, time-to-fill, time-to-hire,
 
 
 - source-of-hire, offer acceptance, pipeline health,
 
 
 - technician hiring funnel conversion,
 
 
 - hiring plan adherence and cost-per-hire.
 
 
 - Drive continuous improvement initiatives (intake quality, interview speed, assessment effectiveness, sourcing ROI).
 
 
 
 
 
 11) Pre-Boarding Handover &amp; Onboarding Partnership
 
 
 - Ensure clean handover to HR Operations for onboarding:
 
 
 - documentation completion,
 
 
 - background/medical checks if required,
 
 
 - start date readiness and communication.
 
 
 - Partner with HR Ops to support high-volume onboarding for technician cohorts and mobilization waves.
 
 
 
 
 
 Key Performance Indicators (KPIs)
 
 
 - Time-to-fill / time-to-hire (overall, by job family, and for technician roles)
 
 
 - Hiring plan adherence (mobilization date readiness, project staffing milestones)
 
 
 - Requisition aging and pipeline coverage for critical roles
 
 
 - Offer acceptance rate and candidate experience indicators
 
 
 - Source-of-hire effectiveness (direct vs. agency), referral contribution
 
 
 - Cost-per-hire and recruitment spend vs. budget
 
 
 - 90-day retention / probation completion (quality-of-hire proxy), especially for technicians
 
 
 - Compliance/audit readiness (documentation completeness and approvals)
 
 
 
 
 
 Required Qualifications
 
 
 - Bachelor&rsquo;s degree in HR, Business, or related field (Master&rsquo;s preferred).
 
 
 - 10+ years of TA experience; proven delivery across multiple locations (Egypt and Lebanon preferred).
 
 
 - Demonstrated experience recruiting technical and field roles (Field/Service Technicians) including high-volume hiring.
 
 
 - Experience supporting international/project mobilization hiring (deployment timelines, documentation readiness) is strongly preferred.
 
 
 - Strong stakeholder management with senior leaders and operations/project teams.
 
 
 
 
 
 Skills &amp; Competencies
 
 
 - Strategic workforce planning &amp; consultative partnering
 
 
 - Strong end-to-end TA execution and operational rigor
 
 
 - High-volume hiring capability (technician pipelines, assessment events)
 
 
 - Data-driven reporting, forecasting, and prioritization
 
 
 - Offer negotiation and candidate closing skills
 
 
 - Knowledge of local talent markets and recruitment compliance
 
 
 - High integrity, confidentiality, and customer service mindset
 
 
 - Excellent Arabic and English
 
</div>

Talent Acquisition Lead

Henkel

<div>
 
 About this Position
 
 You will remotely support our Regional Talent Acquisition and Development Center of Expertise team, gaining hands-on experience in employer reputation, recruitment, learning &amp; development, leadership, and culture within a dynamic and collaborative environment.
 
 
 
 What You&acute;ll Do
 
 
 
 <ul>
 <li>
 Responsible for end to end recruitment cycle (phone &amp; video screening, interviewing, selecting candidates)
 </li>
 <li>
 Partner with hiring managers to determine requirement hiring needs
 </li>
 <li>
 Prepare job ads for open positions and posted jobs on our corporate website &amp; all recruitment channels and ensure all candidates' applications are maintained properly on the system while providing feedback in a timely manner
 </li>
 <li>
 Search for potential candidates on internal &amp; external databases and screened resumes based on the role profile, Market candidate research for potential positions
 </li>
 <li>
 Handles and support in the employee branding activities for the GBS+ Cairo (Example; Employment fairs, Job Shadowing days, University Sessions&hellip;)
 </li>
 <li>
 Support in handling the exit interviews and documentation, Prepares quarterly exit analysis
 
 
 </li>
 </ul>
 
 What makes you a good fit
 
 
 
 <ul>
 <li>
 Senior Student / Bachelor&rsquo;s degree in business administration, preferrable Human Resources or a related field.
 </li>
 <li>
 0 to 1 of experience in HR, preferably in Talent Acquisition.
 </li>
 <li>
 Excellent verbal and written communication, analytical and presentation skills.
 </li>
 <li>
 Proficiency in Microsoft Office, including Word, Excel, and PowerPoint.
 </li>
 <li>
 Detail-oriented, well-organized, and capable of managing multiple tasks.
 
 
 </li>
 </ul>
 
 Some perks of joining Henkel
 
 
 
 <ul>
 <li>
 Flexible work scheme with flexible hours, hybrid work model, and work from anywhere policy for up to 30 days per year
 </li>
 <li>
 Diverse national and international growth opportunities
 </li>
 <li>
 Globally wellbeing standards with health and preventive care programs
 </li>
 <li>
 Gender-neutral parental leave for a minimum of 8 weeks
 </li>
 <li>
 Employee Share Plan with voluntary investment and Henkel matching shares
 </li>
 <li>
 Comprehensive Health Insurance for employee + dependents
 </li>
 <li>
 Employee Assistance Programme provides a wide range of mental health and wellbeing benefits
 
 
 </li>
 </ul>
 At Henkel, we come from a broad range of backgrounds, perspectives, and life experiences. We believe the uniqueness of all our employees is the power in us. Become part of the team and bring your uniqueness to us! We look for a diverse team of individuals who possess different backgrounds, experiences, personalities and mindsets.
</div>

Talent Acquisition (Graduate Program)

geidea

<div>
 
 Established in 2008, Geidea epitomizes customer focused empowerment and commercial success through continuous innovation.
 
 
 Geidea makes best in class digital payment solutions available for all by attracting and leveraging the best creative &amp; entrepreneurial talent in the market
 
 
 Our solutions give any business the chance to get ahead and reach for more no matter their size or maturity.
 
 
 Our technology mirrors our people - Smart, Innovative &amp; Forward Thinking
 
 
 
 www.geidea.net
 
 
 
 
 
 
 To maintain a competitive advantage as we grow, we are currently looking for a new "Talent Acquisition Coordinator (Mass Hiring)"
 
 
 
 
 
 
 Job purpose:
 
 
 
 The Talent Acquisition Coordinator supports the full spectrum of recruitment and employer branding activities, ensuring the timely and effective attraction, selection, and onboarding of qualified talent in alignment with the company&rsquo;s business objectives. The role is also responsible for maintaining accurate recruitment data, ensuring compliance with internal policies, and driving initiatives that strengthen Geidea&rsquo;s employer brand and candidate experience.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 
 1. Recruitment Operations &amp; HCM Management
 
 
 <ul>
 <li>
 Ensure hiring requests are properly initiated and validated in the HCM system, confirming budget availability, position accuracy, and necessary approvals.
 </li>
 <li>
 Manage the full recruitment cycle&mdash;from requisition to onboarding&mdash;while maintaining up-to-date records in the recruitment platform.
 </li>
 </ul>
 
 
 2. Sourcing &amp; Talent Pipelining
 
 
 <ul>
 <li>
 Source and build a strong pipeline of qualified candidates through diverse channels (e.g., Social Media, LinkedIn, job boards, referrals, and networking).
 </li>
 <li>
 Provide longlists of potential candidates in alignment with KPIs related to quality, job matching, and compensation benchmarking.
 </li>
 </ul>
 
 
 3. Selection &amp; Assessment
 
 
 <ul>
 <li>
 Coordinate and support the interview and selection process with hiring managers and panel members.
 </li>
 <li>
 Conduct HR interviews to evaluate candidates&rsquo; behavioral, cultural, and motivational fit.
 </li>
 <li>
 Maintain detailed and accurate interview notes, ensuring timely updates in the recruitment system.
 </li>
 <li>
 Apply best practices for talent assessment, benchmarking, and structured interviewing.
 </li>
 </ul>
 
 
 4. Internal Stakeholder Management
 
 
 <ul>
 <li>
 Partner closely with hiring managers to understand manpower needs, job requirements, and role expectations.
 </li>
 <li>
 Provide regular updates on sourcing progress, shortlisting status, interview outcomes, offers, and onboarding.
 </li>
 <li>
 Act as a trusted advisor to stakeholders, ensuring a smooth, transparent, and timely recruitment process.
 </li>
 </ul>
 
 
 5. Compliance &amp; Reporting
 
 
 <ul>
 <li>
 Ensure all recruitment activities adhere to company policies, data protection regulations, and equal opportunity standards.
 </li>
 <li>
 Maintain accurate recruitment metrics and prepare periodic reports on hiring performance, time-to-fill, and sourcing efficiency.
 </li>
 </ul>
 
 
 6. Employer Branding &amp; External Engagement
 
 
 <ul>
 <li>
 Represent Geidea as an employer of choice through career fairs, university partnerships, and social media campaigns.
 </li>
 <li>
 Support the design and execution of employer branding initiatives to attract top talent and enhance candidate engagement.
 </li>
 </ul>
 
 
 
 
 
 Qualifications &amp; Experience:
 
 
 
 
 Must-Have:
 
 
 <ul>
 <li>
 Minimum of 1 year of experience in Talent Acquisition, preferably in a fast-paced or high-growth organization.
 </li>
 <li>
 Bachelor&rsquo;s degree in Business Administration, Human Resources, or a related field.
 </li>
 <li>
 Strong proficiency in Microsoft Excel and PowerPoint (reporting, data visualization, and presentations).
 </li>
 <li>
 Excellent communication, interpersonal, and organizational skills.
 </li>
 <li>
 Proven ability to manage multiple vacancies and stakeholders simultaneously.
 </li>
 </ul>
 
 
 Good to Have:
 
 
 <ul>
 <li>
 Hands-on experience with Applicant Tracking Systems (ATS) or HCM recruitment modules.
 </li>
 <li>
 Previous experience in Technology or Technical Hiring.
 </li>
 <li>
 Familiarity with employer branding and campus recruitment initiatives.
 </li>
 </ul>
 
 
 
 
 
 Our values guide how we think and act - They describe what we care about the most
 
 
 
 
 C
 
 ustomer first - It&rsquo;s embedded in our design thinking and customer service approach
 
 
 
 O
 
 pen - Openness allows us to constantly improve and evolve
 
 
 
 R
 
 eal - No jargon and no excuses!
 
 
 
 B
 
 old - Constantly challenging ourselves and our way of thinking.
 
 
 
 R
 
 esilient &ndash; If we fail, we bounce back stronger than before.
 
 
 
 C
 
 ollaborative - We know that we can achieve a lot more as a team.
 
 
 We are changing lives by constantly striving for a better solution.
 
</div>

Talent Acquisition Coordinator (Mass Hiring)

iQor

<div>
 
 
 
 Job Summary:
 
 
 
 
 Creates and deploys divisional talent acquisition strategies to meet current and future business needs. Oversees team metrics, as well as emphasize talent acquisition tools, processes, and programs to positively strengthen the division&rsquo;s capabilities in attracting, assessing, and selecting best in class talent.
 
 
 
 
 
 
 
 Responsibilities:
 
 
 
 <ul>
 <li>
 Develops strategic talent acquisition plans aligning to divisional business units, ensuring overall planning, sourcing, and selection strategy.
 </li>
 <li>
 Participates in divisional strategic business planning process to gain a clear understanding of the business plan, key drivers, and desired culture and values of the business. Implements the actions necessary to align people behind the drivers to achieve business results.
 </li>
 <li>
 Provides leadership and mentoring to a team of Recruiters, Sourcing Specialists, and Recruitment Coordinators to deliver high quality talent to the business in a timely manner.
 </li>
 <li>
 Communicates and sets clear measurable goals and objectives to measure individual and team results. (i.e. open job requisitions, cost per hire, time to hire, etc.).
 </li>
 <li>
 Actively manages relationships to ensure client satisfaction through analysis of metrics and qualitative data to monitor performance and compliance.
 </li>
 <li>
 Partners closely with Sr. Leadership to gather input and continuously educate on the process, roles and responsibilities.
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 Complies and follows all procedures within the company security policy.
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 Performs other duties as assigned.
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 </ul>
 
 
 
 
 
 
 Skills Requirements:
 
 
 
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 5 or more years of experience in Talent Acquisition or related fields. Or an equivalent combination of education training or experience. Management experience required. Experience must include in-depth knowledge and awareness of staffing strategies, experience building and executing strategic plans, internal and external provider management, and building high performance talent acquisition teams.
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 Experience should include experience in staffing and recruiting executives across a geographically dispersed company, with knowledge of all talent management practices.
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 Experience in using and optimizing an applicant tracking system/ATS.
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 Proficiency in use of personal computers, Microsoft Office products and e-mail skills required.
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 </ul>
 
 
 
 
 
 
 Education Requirements:
 
 
 
 
 Bachelor's Degree, First Degree, Trade/Vocational School certificate or Equivalent required. Degree in Human Resources, Business Administration or related field preferred. Master's Degree preferred.
 
 
 
 
 
 
 
 Physical Requirements:
 
 
 
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 Occasionally exert up to 10 lbs. of force to push, pull, lift or otherwise move objects. Have visual acuity to perform activities such as preparing and analyzing data; and/or viewing a computer terminal. Speak, type and/or sit for extended periods of time.
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 Consistent attendance is an essential function of the job.
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 </ul>
 
 
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Recruitment Manager

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