director of recruitment

The Middlesex Corporation

<div>The Middlesex Corporation is a nationally recognized and award-winning leader in the heavy civil construction industry. Since 1972, the family business founded by Robert W. Pereira has developed an extensive client and project list through its consistent efforts to safely build America&rsquo;s infrastructure. The Middlesex Corporation specializes in building and reconstructing highways, bridges, marine, rail, and transit facilities through its collaborative team approach and focus on core values. In addition, Middlesex Asphalt in Central Florida is one of the largest and most productive asphalt plants in the United States, with Middlesex Paving earning an equally solid regional presence and reputation.

Position Summary

This hands-on leadership role ensures recruitment strategies align with business goals and supports company growth and innovation. Working closely with teams in both the Northeast and Southeast regions, the Director oversees the full-cycle hiring process&mdash;while optimizing systems, ensuring compliance, and driving consistent recruitment practices across the organization.

Responsibilities:
<ul>
<li>Promote and comply with all company safety policies and procedures, including the prompt reporting of accidents, incidents, and near-misses, reinforcing the core value of Safety First &ndash; In Everything We Do.
</li><li>Oversee the full recruitment lifecycle, including sourcing, screening, interviewing, selection, offer, background checks, and onboarding coordination for all regions, ensuring compliance with Federal and State law as well as company policy and procedure.</li>
<li>Develop and execute comprehensive recruiting strategies aligned with organizational goals, covering areas such as social media, industry networks, vocational schools, college recruiting, and industry networks.
</li><li>Track, analyze, and report recruitment metrics to measure performance and identify areas for improvement.
</li><li>Analyze hiring trends and labor market conditions and adapt strategies accordingly.
</li><li>Lead, mentor, and support recruiting team members to deliver high-quality results throughout the recruitment process.</li>
<li>Ensures critical hiring needs are prioritized and fulfilled in a timely manner.</li>
<li>Continuously enhance recruitment processes for efficiency and operational excellence, including the effective use and optimization of recruiting technologies and tools.</li>
<li>Partner with hiring managers and department leaders to understand workforce needs, provide market insights, and support strategic workforce planning.</li>
<li>Collaborate with the communications team to strengthen the employer brand through targeted messaging, advertising, and participation in career fairs and industry events.</li>
<li>Evaluate job advertising options and craft effective job postings to attract top candidates across professional and craft roles.</li>
<li>Manage high-volume hiring needs through direct hiring events and partnerships with third-party contingent staffing vendor(s).</li>
</ul>
Qualifications:
<ul>
<li>Bachelor&rsquo;s or Master&rsquo;s degree in Human Resources, Business Administration, or a related field.</li>
<li>10+ years of progressive experience in talent acquisition, including at least 4 years in a leadership role. Heavy/ Civil infrastructure experience is a plus, but not required.
</li><li>Proven expertise in modern sourcing strategies, talent acquisition technology, and recruitment marketing.</li>
<li>Strong leadership, strategic thinking, and problem-solving skills.</li>
<li>Excellent interpersonal, communication, and negotiation abilities.</li>
<li>Demonstrated success leading through change with a growth mindset and resilience.</li>
<li>Please note that this role requires a Monday&ndash;Friday, full-time in-office presence at our Littleton, MA location. We do not offer hybrid or remote work options for this position.</li>
</ul>
Necessary Attributes:
<ul>
<li>Strong leadership and team development/management skills.</li>
<li>Self-starter with the ability to meet deadlines in a fast-paced environment.</li>
<li>Ability to adapt to different personalities and management styles.</li>
<li>Team player with excellent interpersonal skills.</li>
<li>Must be highly detail oriented.</li>
</ul>
We offer our full-time and eligible part-time team members a comprehensive benefits package that&rsquo;s among the best in our industry. Benefits include medical, dental, and vision plans covering eligible team members and dependents, employee assistance programs, life insurance, disability, a top-tier 401k with matching, tuition reimbursement, an industry-leading referral program, and generous paid time off.</div>

Recruiting Director

Highway Transport

<div>The Managing Director, Recruitment is the HR leader responsible for developing and executing an enterprise-wide talent acquisition strategy that ensures the organization attracts, hires, and retains top talent across all functions and locations. The focus is on Driver recruitment. This role oversees full cycle Driver and general recruiting operations, employer branding, workforce planning, talent attraction technologies, and recruitment analytics. The Managing Director partners closely with operations and executive leadership to anticipate workforce needs, build strong talent pipelines, and position the organization as an employer of choice.<h2 class="jobSectionHeader">
Key Responsibilities</h2><h3 class="jobSectionHeader">
Talent Acquisition Strategy &amp; Planning</h3><ul><li>
Ownership of the recruitment process through year one onboarding.</li><li>
Develop and implement a comprehensive recruitment strategy aligned with business priorities and the cyclicality of the business.</li><li>
Partner with business and HR leaders to forecast talent needs and build proactive recruiting plans.</li><li>
Lead enterprise workforce planning initiatives to ensure alignment between supply, demand, and organizational growth.</li><li>
Assist operations with developing a sustainable hiring forecast model.</li></ul><h3 class="jobSectionHeader">
Recruiting Operations &amp; Process Excellence</h3><ul><li>
Oversee full‑cycle recruiting operations for drivers and non-drivers, ensuring a consistent, high‑quality candidate and hiring‑manager experience.</li><li>
Optimize recruitment processes, workflows, and service delivery models for efficiency and scalability.</li><li>
Ensure compliance with all federal, state, and local employment regulations.</li></ul><h3 class="jobSectionHeader">
Critical Talent Hiring</h3><ul><li>
Lead recruitment for executive, high‑impact, and hard‑to‑fill roles.</li><li>
Build strong talent pipelines through external partnerships with supply chain organizations, leading companies, networking, and strategic sourcing.</li><li>
Advise senior leaders on hiring strategies, interview practices, and talent market insights.</li></ul><h3 class="jobSectionHeader">
Talent Attraction, Branding &amp; Technology</h3><ul><li>
Advance and leverage the Highway Transport brand. Our Promise. Delivered, and Our Promise. Kept. Strengthen the organization's position in the talent marketplace.</li><li>
Lead digital recruitment strategies, including CRM, ATS optimization, AI‑enabled sourcing, and social recruitment.</li><li>
Manage relationships with external vendors, search firms, job platforms, and technology providers.</li></ul><h3 class="jobSectionHeader">
Recruitment Analytics &amp; Insights</h3><ul><li>
Utilize Workday to develop and maintain recruitment dashboards and metrics to measure effectiveness.</li><li>
Use reporting and analytics to identify trends, risks, and opportunities across talent segments.</li><li>
Drive continuous improvement through data‑driven decision-making.</li></ul><h3 class="jobSectionHeader">
Team Leadership &amp; Collaboration</h3><ul><li>
Lead, mentor, and develop a high-performing recruitment team.</li><li>
Collaborate with the HR Team and other business areas to ensure connected, enterprise-level talent practices.</li><li>
Influence leaders across the business to adopt best practices in selection, interviewing, and hiring.</li><li>
Sustain best practice interview processes and practices. This includes interview training for all involved in the interview process.</li></ul><h2 class="jobSectionHeader">
Qualifications</h2><h3 class="jobSectionHeader">
Required</h3><ul><li>
Bachelor&rsquo;s degree in Human Resources, Business, or related field.</li><li>
10+ years of progressive experience in talent acquisition or recruitment leadership.</li><li>
Demonstrated success leading enterprise‑level recruitment strategies.</li><li>
Experience managing teams and partnering with senior executives.</li><li>
Strong communication, consulting, and strategic thinking skills.</li><li>
Proficiency with ATS systems, sourcing tools, and recruitment analytics.</li></ul>
Preferred<ul><li>
Master&rsquo;s degree in HR, Organizational Development, or Business.</li><li>
Experience in multi‑site, large‑scale, or global organizations.</li><li>
Background in executive recruiting or partnering with search firms.</li><li>
Knowledge of employer branding, recruitment marketing, and advanced sourcing techniques.</li><li>
Workday expertise</li></ul><h2 class="jobSectionHeader">
Competencies</h2><ul><li>
Talent Acquisition</li><li>
Workforce Planning</li><li>
Data‑Driven Decision Making Utilizing the Workday Platform</li><li>
Candidate Experience &amp; Engagement</li><li>
Process Optimization</li><li>
Team Leadership &amp; Coaching</li><li>
Collaboration &amp; Partnership</li></ul><h2 class="jobSectionHeader">
Success Measures</h2><ul><li>
Improved quality and speed of hire across all talent segments.</li><li>
Strengthened pipelines for critical and future‑focused roles.</li><li>
High satisfaction among hiring leaders and candidates.</li><li>
Increased efficiency and effectiveness of recruitment processes.</li><li>
Reduced turnover in the first 12 months.</li><li>
High performance and engagement within the recruitment team.</li></ul><div></div><div><div><div><div><div><div><div><div><div>
Commitment to Responsible Care&reg;: Highway Transport&rsquo;s Quality Driven Delivery Management System policy has been developed by the company&rsquo;s senior management and serves as a visible commitment to ensuring the health and safety of our employees and contractors, protecting the environment, and minimizing the impact of our operations on the roadways which we travel and the areas where we manage terminal facilities. Highway Transport shall comply with its Safety, Health, Environmental and Security Policy and Programs, Department of Transportation Regulations, applicable OSHA and EPA/State environmental regulations and applicable local regulations.
EOE/M/F/D/V
-
Our Promise. Delivered.
Promise to Self
Promise to Team
Promise to Company
Promise to Customer
Promise to Community
Safety
Structure
Accountability
Communication</div></div></div></div></div></div></div></div></div>
Highway Transport is a tanker trucking company that has been family-owned since 1948. When you join us, you become part of a family-orientated culture that values your contributions and supports your career ambitions.
We believe in taking care of our employees and ensuring their well-being. That's why we offer a competitive salary and a comprehensive benefits package designed to support you in every aspect of your life, including;<ul><li>
401(k) Match</li><li>
Paid Time Off</li><li>
Paid Holidays</li><li>
HSA Contribution Match</li><li>
Wellness Program</li><li>
Medical, Dental, Vision Insurance</li><li>
Disability, Accident and Life Insurance</li><li>
Discount Programs</li><li>
Paid Maternity Leave</li></ul>
Highway Transport does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.</div>

Managing Director, Recruitment

Recruitment &amp; Onboarding SpecialistCompany: EIG Insurance Center Location: Wichita, KS | On-sitePosition SummaryEIG Insurance Center is seeking a Recruitment &amp; Onboarding Specialist to support hiring and onboarding across our growing organization. This role is responsible for managing the full hiring process&mdash;from sourcing candidates through their first day&mdash;while helping ensure a consistent and effective onboarding experience.The ideal candidate is organized, proactive, and comfortable managing multiple priorities. Experience supporting hiring across multiple locations and states is a plus.What You&rsquo;ll Do<ul><li>Manage full-cycle recruiting: intake, sourcing, screening, interviewing, offer, and onboarding</li><li>Partner with leadership to understand hiring needs and prioritize open roles</li><li>Build and maintain candidate pipelines for key roles (Producers, CSRs, Account Managers)</li><li>Source candidates through LinkedIn, job boards, referrals, and direct outreach</li><li>Conduct initial phone screens to assess experience, skills, and fit</li><li>Coordinate interviews and maintain clear communication with candidates and hiring managers</li><li>Track recruiting activity and maintain accurate candidate records</li><li>Support onboarding processes to ensure a smooth transition for new hires</li></ul>What We&rsquo;re Looking For<ul><li>1&ndash;3+ years of recruiting experience (in-house or agency) preferred</li><li>Strong organizational skills and attention to detail</li><li>Clear, professional communication style</li><li>Ability to manage multiple roles and timelines effectively</li><li>Comfortable working independently and owning processes</li><li>Experience with high-volume or multi-role recruiting is helpful</li><li>Familiarity with licensing-based industries (like P&amp;C insurance) is a plus</li></ul>Compensation &amp; Benefits<ul><li>$45-$70k, comprised of base salary and placement bonuses</li><li>Health, dental, and vision insurance</li><li>PTO and paid holidays</li><li>Opportunity for growth as the organization expands</li></ul>Why EIG?<ul><li>A role with clear ownership over hiring and onboarding processes</li><li>Direct partnership with leadership and personnel stakeholders</li><li>Opportunity to help shape how recruiting is done as the company grows</li><li>A stable but evolving environment where your work has visible impact</li></ul>Pay: $45,000.00 - $70,000.00 per yearBenefits:<ul><li>401(k)</li><li>401(k) matching</li><li>Dental insurance</li><li>Health insurance</li><li>Paid time off</li><li>Vision insurance</li></ul>Experience:<ul><li>Recruitment: 1 year (Required)</li><li>Onboarding: 1 year (Preferred)</li><li>insurance industry: 1 year (Preferred)</li></ul>Work Location: In person

Director of Recruiting and Onboarding

CoralTree Hospitality

<div>
 CoralTree Hospitality is a diverse collection of people and properties with unique personalities and a welcoming spirit. We applaud authenticity and are inclusive, &ldquo;all ways&rdquo;. The Director of Talent Acquisition position provides recruitment leadership and direction in alignment with the company&rsquo;s strategic vision and company values to ensure that key business initiatives are met.
 
 
 
 The Opportunity:
 
 
 
 <ul>
 <li>
 To be part of a forward-thinking organization where the work you do matters and has a direct contribution to our success. We are progressive leaders with a clear vision and innovative thinking.
 </li>
 <li>
 To join a differentiated and compelling culture that centers around a core set of guiding principles which binds us together.
 </li>
 <li>
 To be a key contributor to an evolving platform which continues to demonstrate growth and advancement translating to career opportunities for our people.
 </li>
 <li>
 To contribute through a role which provides travel, exposure to senior leadership and diversity.
 </li>
 <li>
 To become an integral part of a world class HR community and proactive talent acquisition function.
 
 
 </li>
 </ul>
 
 Responsibilities
 
 
 
 <ul>
 <li>
 Leads the development and implementation of an innovative, best-in-class recruitment strategy that will attract the best and brightest talent and help drive short-term/long-term recruitment &amp; retention plans.
 </li>
 <li>
 Partners closely with HR and functional leaders to execute on key strategic initiatives that drive recruiting outcomes, including: strengthening our brand, attracting top talent (colleges, career fairs, workforce development, Internships, international recruitment, etc.), and optimizes recruiting operations (processes, tools, systems).
 </li>
 <li>
 Compiles key HR metrics and data from a variety of sources, including human resource information systems (HRIS), engagement surveys, exit interviews, competitor&rsquo;s practices, and other sources; analyzes data and statistics for trends and patterns, prepares reports of data results, presenting and explaining findings to HR and Senior Leadership to help inform business decisions.
 </li>
 <li>
 Monitors and ensures the company&rsquo;s compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
 </li>
 <li>
 Assist in leadership of succession planning through talent development efforts to identify internal solutions and development for key openings.
 </li>
 <li>
 Primary responsibility for the staffing of corporate office positions below the Director-Level, as well as, key Property Executive positions that include &ndash; General Manager, HR, Finance, Sales &amp; Marketing and Revenue Optimization.
 </li>
 <li>
 Actively participate and support the corporate and property recruitment efforts and initiatives, including sourcing/qualifying candidates through internal and external networks, nurturing ongoing relationships with qualified external candidates, including third party recruitment partnerships.
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 
 Education/Experience:
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field, preferred
 </li>
 <li>
 Minimum 4-5 years of experience in a Recruitment/Talent Acquisition or comparable business role
 </li>
 <li>
 Experience recruiting at the Executive Committee or Department Head level, preferred
 </li>
 <li>
 Experience with utilizing Applicant Tracking Systems and other internet recruiting tools, iCIMS experience, preferred
 </li>
 <li>
 Experience in hotel/hospitality management recruiting, preferred
 </li>
 <li>
 Multi-unit or corporate support experience, preferred
 </li>
 <li>
 High degree of sense of urgency and tenacity
 </li>
 <li>
 SHRM-CP or SHRM-SCP highly preferred.
 
 
 </li>
 </ul>
 
 Required Skills/Abilities:
 
 
 
 <ul>
 <li>
 Excellent verbal and written communication skills.
 </li>
 <li>
 Excellent interpersonal and negotiation skills.
 </li>
 <li>
 Excellent organizational skills and attention to detail.
 </li>
 <li>
 Excellent time management skills with a proven ability to meet deadlines.
 </li>
 <li>
 Strong project management skills; strong problem-solving skills and analytical/critical thinking
 </li>
 <li>
 Strong analytical and problem-solving skills.
 </li>
 <li>
 Ability to adapt to the needs of the organization and employees.
 </li>
 <li>
 Proficiency with or the ability to quickly learn the organization&rsquo;s HRIS and talent management systems (iCIMS and UKG).
 </li>
 <li>
 Ability to travel as necessary.
 
 
 </li>
 </ul>
 
 As a valued member of the CoralTree team, you'll receive a comprehensive benefits package that includes:
 
 
 
 <ul>
 <li>
 Group medical, dental, vision, life, and disability benefits,
 </li>
 <li>
 Colorado Family and Medical Leave Insurance Program (FAMLI)
 </li>
 <li>
 Participation in a pre-tax flexible benefit plan for healthcare and dependent care reimbursement
 </li>
 <li>
 An employee assistance program
 </li>
 <li>
 Paid time off/sick time
 </li>
 <li>
 Participation in a 401(k) plan with a company match
 </li>
 <li>
 Team member free room night program
 
 
 </li>
 </ul>
 
 Salary range
 
 : $125,000 - $140,000/yr. + bonus
 
 
 
 Location
 
 : CoralTree Home Office in Englewood, CO
 
 
 This job posting will be open through 03/31/2026 or until the position has been filled.
 
 
 Join us in creating unforgettable experiences for our guests, building vibrant communities, and shaping the future of travel and hospitality.
 
 
</div>

Director of Talent Acquisition

Pakistan Single Window

<div>This position is being recruited by Pakistan Single Window (PSW) on behalf of the National Agri-Trade and Food Safety Authority (NAFSA). NAFSA is being established as a strategic national initiative to strengthen Pakistan&rsquo;s agri-trade ecosystem through enhanced regulatory oversight, facilitation, and modernization of food safety and trade processes. The selected candidate will be part of NAFSA&rsquo;s foundational team, contributing to the development of systems, processes, and institutional capabilities.
Reporting to the Deputy Director General- CSW, NAFSA, the Director Human Resource &amp; Administration will provide strategic leadership for NAFSA&rsquo;s people agenda and corporate administration, ensuring the Authority builds a high-performing workforce and a resilient enabling environment to deliver its science- and risk-based regulatory mandate. The role will translate the approved organogram and implementation roadmap into a phased workforce strategy and capability plan; establish fit-for-purpose governance for HR policies, systems, and performance (HR Manual, performance management, compensation and benefits, HRIS); and embed merit, transparency, and workforce analytics to strengthen recruitment, retention, and organizational effectiveness. In parallel, the role will set service standards and governance for corporate administration&mdash;including estate and facilities oversight, asset lifecycle management, and travel/transport and logistics frameworks&mdash;to ensure efficient, compliant, and cost-effective support to CSW and field operations. The Director will serve as technical secretariat to the HR Committee/Board on job architecture, job evaluation, market benchmarking, and compensation strategy, and will lead the people and administrative dimensions of the DPP/AQD transition to ensure continuity of services, orderly integration of staff and assets, and timely institutionalization within the prescribed statutory timeline.
Responsibilities:<ul><li>
Lead development and execution of NAFSA&rsquo;s People Strategy aligned with the Authority&rsquo;s mandate and Implementation Roadmap, including an annual HR delivery plan, milestones, and performance reporting.</li><li>
Provide strategic advisory to the Director General and HR Committee/Board through market intelligence, benchmarking, and evidence-based recommendations on HR policies, compensation, and workforce risks.</li><li>
Own enterprise workforce planning and resourcing strategy for CSW and field operations, including manpower modelling, scenario planning, and optimal sourcing options to ensure operational readiness.</li><li>
Establish and continuously refine NAFSA&rsquo;s job architecture (job descriptions, competency frameworks, grade mapping, decision rights, and KPI linkages) to enable clarity, accountability, and scalable organization design.</li><li>
Develop, approve-cycle, and institutionalize the HR governance framework (HR Manual, SOPs, service standards) covering recruitment, onboarding, discipline, performance, learning, promotions/career progression, and separation&mdash;ensuring compliance with applicable laws and notified rules.</li><li>
Embed equity, inclusion, and safe workplace standards in policies and practices, including mechanisms to prevent harassment/discrimination and promote a respectful work environment.</li><li>
Establish a merit-based, transparent and time-bound hiring framework for critical leadership and technical roles, including standardized selection tools, documentation, and governance controls.</li><li>
Build strategic sourcing channels and partnerships (executive search, universities, professional bodies, talent pools) to ensure access to high-quality candidates for specialized roles.</li><li>
Establish HR analytics and reporting (recruitment pipeline, time-to-hire, vacancies, turnover, diversity indicators) and provide periodic dashboards to the DG and HR Committee/Board.</li><li>
Design and implement an organization-wide performance management framework linked to KPIs, capability development, confirmation/promotion decisions, and (where applicable) performance outcomes and rewards.  Develop and implement succession planning and leadership development for critical roles, including talent reviews, pipeline planning, and targeted retention strategies.</li><li>
Institutionalize onboarding and orientation for new hires and transferred staff to ensure early productivity, role clarity, integrity expectations, and alignment with NAFSA policies and mandate.</li><li>
Lead implementation of an HRIS/HRM solution covering employee master data, recruitment, leave/attendance, performance, training, and reporting; ensure data quality, confidentiality, access controls, and audit trails.</li><li>
Strengthen employee relations and conduct discipline through effective grievance redressal, dispute resolution, consistent application of policies, and advisory support to leadership on sensitive matters.</li><li>
Lead compensation and benefits strategy within approved budgets and policy directions, including periodic review of pay structures, allowances, benefits design, and affordability analysis.</li><li>
Ensure robust HR operations and records governance&mdash;accurate personnel files, service history, and HR inputs for payroll&mdash;supported by secure recordkeeping and compliance controls.
</li><li>Provide strategic oversight and service governance for general administration, including service standards, facilities/estate coordination, workplace services, and vendor-managed support functions.</li><li>
Establish and enforce an asset lifecycle management framework (asset acquisition coordination, tagging, custody, verification, movement controls, and disposals/condemnation processes) in coordination with Finance/Procurement as applicable.</li><li>
Set governance and controls for travel, transport, and logistics, including travel policy, authorization controls, fleet/logistics utilization standards, and cost containment measures to support CSW and field operations.</li><li>
Lead the people and administrative dimensions of the DPP/AQD transition, including staff mapping/placement support, onboarding/orientation, harmonization of administrative processes (as approved), and change management interventions to ensure continuity of services within the statutory timeline.</li></ul> 

Requirements 
 
Education:<ul><li>
Master&rsquo;s degree (16 years of education) in Human Resource Management, Business/Public Administration, Management Sciences, or related discipline (HEC-recognized).</li><li>
Candidates with Professional HR certification (e.g., SHRM-CP/SHRM-SCP, CIPD, or equivalent) will be preferred.</li><li>
Strong grounding in Pakistan labor laws, government/autonomous body service rules, disciplinary procedures and HR best practices (DEI, grievance handling, workplace conduct).
</li></ul>Experience:<ul><li>
Minimum 12 years of progressive HR experience, including at least 5 years in a senior leadership role (Head of HR/CHRO or equivalent), preferably in a regulator, autonomous body or large organization.</li><li>
Demonstrated experience in organization design, manpower planning, and talent acquisition for technical/specialized roles through fair and transparent hiring processes.</li><li>
Hands-on experience implementing performance management frameworks, compensation/benefits review processes, and HR operations (including payroll coordination and employee relations).</li><li>
Proven capability to lead change management, restructuring or integration/transition of staff and functions, including onboarding and culturebuilding in a start-up organization.</li></ul></div>

Director Human Resource & Admin | NAFSA

PRIME SIGNATURE

About us:Founded in 2020 by a group of visionary entrepreneurs dedicated to revolutionising the e-commerce landscape. Operating across the UAE, Libya, Egypt and soon expanding in MENA Region. The platform provides consumers with a seamless shopping experience, offering a wide range of products and services across categories such as electronics, fashion, home d&eacute;cor, and more.Location: Cairo, EgyptAbout the Role:We are looking for a proactive Administrative Officer to ensure smooth day-to-day office operations. You will manage administrative tasks, support HR department and support staff, coordinate office activities, and help maintain an organized and professional work environment.Admin Responsibilites:<ul><li>Manage day-to-day office operations and administrative tasks</li><li>Maintain records, filing systems, and documentation.</li><li>Handle correspondence, emails, and internal communication</li><li>Liaise with vendors and manage office-related procurement.</li><li>Prepare reports, correspondence, and presentations as needed.</li><li>Implement and improve administrative processes.</li><li>Coordinate meetings, schedules, and travel arrangements if needed.</li></ul>Recruitment Duties:<ul><li>Handle recruitment (job posting, sourcing, screening &amp; onboarding)</li><li>Post job ads on platforms such as LinkedIn and other job portals.</li><li>Screen resumes and shortlist candidates based on requirements.</li><li>Conduct initial HR interviews and coordinate with hiring managers.</li><li>Maintain candidate databases and recruitment trackers.</li><li>Manage onboarding process and documentation for new hires.</li></ul>Qualifications: <ul><li>Bachelor&rsquo;s degree in Business Administration, Human Resources, or related field</li><li>2+ years of experience in administrative and/or recruitment roles</li><li>Experience in handling recruitment platforms like LinkedIn is preferred.</li><li>Strong organizational and multitasking skills.</li><li>Excellent communication skills.</li><li>Proficiency in MS Office and basic office management tools.</li><li>Professional, proactive, and detail-oriented.</li><li>E-commerce experience is a plus.</li><li>Preferably Female</li></ul>Why Join Us:<ul><li>Collaborative and supportive work environment</li><li>Opportunity to contribute to process improvements</li><li>Professional growth and learning opportunities</li></ul>Please attach your original CV.Job Type: Full-timePay: From E&pound;12,000.00 per monthApplication Question(s):<ul><li>How many years of experience do you have for handling both administrative and recruitment?</li><li>How soon can you join in (days)?</li><li>What is your current salary? </li></ul>Work Location: In person

Admin cum Recruitment Officer

Corelight

<div>
 Do you want to help make the world safe from cyber attacks?
 
 
 At Corelight, we believe that the best approach to cybersecurity risk starts with the network. Attackers can evade endpoint detection, firewalls and many other technologies - but they can't avoid leaving digital footprints on the networks they traverse. Built on open-source innovations from Zeek, Suricata and YARA and refined through years of real-world use, Corelight transforms network footprints from physical, virtual and cloud networks into actionable insights. Our customers use these insights to speed incident response and proactively hunt for threats.
 
 
 As Corelight enters its next phase of growth, we are seeking a
 
 Director of Talent Acquisition
 
 to structure and lead our hiring engine. This leader is not a tactical recruitment manager; you are a consultant to the business. Your mission is to evolve Corelight's Talent Acquisition function from a rapid fulfillment service into a
 
 high-performance, AI-driven consultancy
 
 that prioritizes quality of hire, business impact, and operational rigor.
 
 
 You will report to the Chief People Officer, partnering with HR Business Partners and HR Operations to execute a transformation plan that readies us for the public market. You will lead with a unique blend of
 
 empathy and rigor
 
 , maintaining a high performance bar while fostering an inclusive environment where a distributed team can thrive.
 
 
 
 Key Responsibilities
 
 
 
 <ul>
 <li>
 AI &amp; Operational Excellence
 </li>
 <li>
 AI Integration &amp; Innovation: Serve as the internal pioneer for AI in recruiting. You will design and implement AI-enhanced workflows to automate administrative bottlenecks, increase recruiter capacity, and improve our assessment capabilities. We are looking for a leader who treats AI as a core competency&mdash;potentially even developing AI Agents to streamline the top-of-funnel.
 </li>
 <li>
 Systems Mastery: Audit and maximize Greenhouse functionality to extract 100% value from the platform. Ensure every stage of our process is optimized for speed, candidate experience (via tools like Guide.io), and data integrity.
 </li>
 <li>
 Metrics-Driven Governance: Build a "v 2.0" recruiting engine that utilizes deep analytics (Quality of Hire, Cost-per-Hire, Diversity Attainment) to drive executive decision-making.
 </li>
 <li>
 Recruiting Fundamentals &amp; Execution
 </li>
 <li>
 Full-Cycle Excellence: Maintain an active caseload of high-priority roles, modeling elite sourcing, storytelling, and closing skills to set the performance bar for the entire recruiting function.
 </li>
 <li>
 Interview Rigor: Design and deploy standardized, behavioral-based rubrics and structured interviewing techniques. You will enable everyone touching the interview process to eliminate bias and heighten assessment rigor.
 </li>
 <li>
 Consultative Partnership: Further develop the active partnership between HR Business Partner, Recruiter, and Hiring Manager to ensure optimal technical/cultural matches.
 </li>
 <li>
 Strategic Vision &amp; Employer Brand
 </li>
 <li>
 Visionary Leadership: Create and articulate a clear, inspiring vision for a high performing Talent Acquisition team at Corelight. You will ensure the TA team understands not just the "how" of hiring, but the "why" behind our mission.
 </li>
 <li>
 Vendor Strategy: Professionalize global hiring by turning transactional vendor relationships into strategic, compliant partnerships.
 </li>
 <li>
 Brand Advocacy: Champion Corelight's Employer Value Proposition, bringing our unique culture with its open-source roots to highly competitive technical audiences.
 
 
 </li>
 </ul>
 
 Qualifications &amp; Requirements
 
 
 
 <ul>
 <li>
 Professional Experience: 12+ years in recruitment, including 5+ years in senior leadership (Director level).
 </li>
 <li>
 The "Hybrid" Pedigree: You have successfully navigated both large, established corporate environments and smaller, high-growth tech "scale-ups." You understand the systems of the former and the speed of the latter.
 </li>
 <li>
 AI &amp; Tech Stack Mastery: Deep, hands-on mastery of Greenhouse and the modern AI talent-tech landscape. You are a power user who treats AI as a strategic lever, not just a tool.
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 Leadership: Proven experience managing and inspiring distributed teams. You are known for building a culture of professional development and high engagement. A sense of humor is a plus.
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 Domain Fluency: Deep experience in high-growth technology environments is required. Familiarity with the cybersecurity landscape is a strong plus.
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 Education: Bachelor's degree required; MBA preferred.
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 Governance: Familiarity with high-governance recruiting environments (e.g., public market readiness or SOX compliance) is a plus.
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 Legal: Must be legally authorized to work in the United States.
 
 
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 Fueled by investments from top-tier venture capital organizations such as Crowdstrike, Accel and Insight, Corelight is the fastest growing network detection and response platform in the industry. Our customers trust us to protect mission-critical assets in leading enterprises, government, and research institutions worldwide. We are leading the way with AI-assisted workflows, machine learning models, cloud security and SaaS-based solutions to arm defenders with the tools and knowledge they need to disrupt cyber attacks. Our team of passionate innovators are dedicated to solving some of the toughest challenges in cybersecurity, while fostering a collaborative, inclusive, and growth-oriented culture.
 
 
 Corelight is committed to a geographically distributed yet connected employee base with employees working from home and office locations around the world. At Corelight, we take pride in the diversity of our backgrounds and perspectives, and we are committed to fostering an inclusive environment that strengthens our company. By embracing a wide range of experiences, backgrounds, neurodiversity, talents, and approaches to problem-solving, we aim to create a workplace where everyone can thrive and contribute their best.
 
 
 We are looking forward to meeting you. Check us out at www.corelight.com
 
 
 Notice of Pay Transparency:
 
 
 The compensation for this position may vary depending on factors such as your location, skills and experience. Depending on the nature and seniority of the role, a percentage of compensation may come in the form of a commission-based or discretionary bonus. Equity and additional benefits will also be awarded.
 
 
 Compensation Range
 
 
 $206,000&mdash;$280,000 USD
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Director, Talent Acquisition

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