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delivery associate acquisition & onboarding senior specialist

senior talent acquisition specialist

Omnicom Media Group (MENA)

<div>
 OMD combines innovation, creativity, empathy and evidence to make better decisions, faster on behalf of our clients. So, they can learn faster and act faster. Create valued connections with customers. Build profitable business outcomes. And ultimately, win the future.
 
 
 With more than 12,000 people working in over 100 countries, OMD is the world&rsquo;s largest media network. Named Adweek&rsquo;s Global Media Agency of the Year 2019, OMD is also currently ranked the world&rsquo;s most effective media agency network in the Effie Effectiveness Index.
 
 
 OMD is an Omnicom Media Group agency and part of Omnicom Group. Omnicom Media Group is the media services division of Omnicom Group, Inc. (NYSE: OMC).
 
 
 
 Job Summary
 
 
 
 As a Talent Acquisition Specialist with a Generalist Background, you will be responsible for identifying, attracting, and hiring top talent for our organization. In addition to your talent acquisition responsibilities, you will also be involved in various HR generalist activities. You will play a crucial role in ensuring that our company attracts and retains high-quality employees who align with our values and contribute to our overall success.
 
 
 
 Key Responsibilities
 
 
 
 <ul>
 <li>
 Talent Sourcing and Acquisition:
 </li>
 <li>
 Collaborate with hiring managers to understand their staffing needs and develop effective recruitment strategies.
 </li>
 <li>
 Utilize various sourcing channels such as job boards, social media, networking, and direct sourcing to identify and attract qualified candidates.
 </li>
 <li>
 Conduct initial screenings, interviews, and assessments to evaluate candidates' qualifications, skills, and cultural fit.
 </li>
 <li>
 Manage the end-to-end recruitment process, including job posting, candidate communication, interview coordination, and offer negotiation.
 </li>
 <li>
 Build and maintain a pipeline of prospective candidates for future hiring needs.
 </li>
 <li>
 HR Generalist Activities:
 </li>
 <li>
 Assist with onboarding and orientation programs for new hires, ensuring they have a smooth transition into the organization.
 </li>
 <li>
 Participate in HR projects and initiatives related to employee engagement, talent development, and organizational effectiveness.
 </li>
 <li>
 Employer Branding and Recruitment Marketing:
 </li>
 <li>
 Contribute to the development and implementation of employer branding strategies to attract top talent.
 </li>
 <li>
 Create compelling job descriptions and job advertisements that effectively communicate our company culture and values.
 </li>
 <li>
 Leverage social media platforms and other online channels to promote job openings and engage with potential candidates.
 </li>
 <li>
 Attend job fairs, industry events, and other networking opportunities to enhance our employer brand and expand our talent pool.
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in human resources, Business Administration, or a related field.
 </li>
 <li>
 Minimum 1 to 3 years of proven experience as a Talent Acquisition Specialist or Recruiter, preferably with exposure to HR generalist activities.
 </li>
 <li>
 In-depth knowledge of full-cycle recruiting processes and best practices.
 </li>
 <li>
 Strong interpersonal and communication skills, with the ability to build relationships with candidates and stakeholders.
 </li>
 <li>
 Excellent organizational skills and attention to detail.
 </li>
 <li>
 Ability to work in a fast-paced environment and manage multiple priorities effectively.
 </li>
 <li>
 Knowledge of employment laws and regulations.
 
 
 </li>
 </ul>
 Recruitment Privacy Notices - Omnicom Media Group
</div>

Talent Acquisition Specialist

Korra Energi

<div>
 
 
 About Korra Energi
 
 
 
 Korra Energi is a leading Egyptian company with over 25 years of experience specializing in energy efficiency solutions and construction services. Our team of over 3,000 professionals has established us as market leaders across diverse sectors, including Sustainable Green Energy, Construction, Energy Systems &ndash; encompassing aftersales and facility management services &ndash;, and Utilities.
 
 
 We are currently seeking a proactive and skilled
 
 Talent Acquisition Specialist
 
 to join our HR team. This role will manage the full recruitment lifecycle and play a key part in attracting, engaging, and hiring top talent across diverse technical and non-technical functions.
 
 
 Guided by our ultimate goal of
 
 &ldquo;إعمار الأرض&rdquo; &ndash; fostering "Growth &amp; Prosperity"
 
 &ndash; we are committed to delivering value, creating a positive impact, and building a better, greener future.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 <ul>
 <li>
 Manage the full recruitment lifecycle: job postings, CV screening, interviews, offers, and onboarding.
 </li>
 <li>
 Collaborate with hiring managers to understand staffing needs and role requirements.
 </li>
 <li>
 Build and maintain a strong pipeline of qualified candidates for current and future openings.
 </li>
 <li>
 Conduct initial screening interviews and assess candidates for both qualifications and cultural fit.
 </li>
 <li>
 Coordinate and schedule interviews with hiring teams, ensuring seamless communication.
 </li>
 <li>
 Maintain accurate candidate records in the Applicant Tracking System (ATS).
 </li>
 <li>
 Deliver a positive candidate experience with timely feedback and communication.
 </li>
 <li>
 Monitor recruiting metrics (e.g., time-to-fill, offer acceptance rate) and report hiring progress.
 </li>
 <li>
 Support employer branding initiatives, career fairs, and university outreach.
 </li>
 <li>
 Stay updated on talent acquisition trends, sourcing channels, and industry benchmarks.
 </li>
 </ul>
 
 
 
 
 
 Qualifications
 
 :
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Business Administration, Human Resources, or a related field.
 </li>
 <li>
 1-3 years of experience in talent acquisition, preferably in a fast-paced or technical industry.
 </li>
 <li>
 Proven ability to recruit for engineering, construction, or industrial roles is a strong advantage.
 </li>
 <li>
 Solid understanding of sourcing techniques and recruitment marketing.
 </li>
 <li>
 Excellent communication and interpersonal skills.
 </li>
 <li>
 Fluent in English and Arabic (written and spoken).
 </li>
 <li>
 High attention to detail, strong organizational skills, and ability to multitasks.
 </li>
 <li>
 A proactive, collaborative approach to talent strategy and stakeholder management.
 </li>
 </ul>
 
 
 
 
 
 Why Join Korra Energi?
 
 
 
 At Korra Energi, you will discover a distinctive culture and value system that sets us apart. You will become part of a team at the forefront of construction and energy efficiency solutions. We offer a dynamic work environment, opportunities for professional growth, and exposure to cutting-edge equipment and methodologies. As a company with a long-term vision, guided by strong governance and a focus on operational excellence, we are collectively building a better future.
 
 
 
</div>

Alkan CIT

<div>
 
 We are seeking a proactive
 
 Technical Talent Acquisition Specialist
 
 who is fluent in English to manage the end-to-end recruitment process for technical and IT-related positions.
 
 
 
 
 
 
 Job Responsibilities:
 
 
 
 
 
 <ul>
 <li>
 Manage the full recruitment cycle for technical roles (e.g., software engineers, network/security engineers, IT support, presales engineers, etc.).
 </li>
 <li>
 Source candidates using multiple channels.
 </li>
 <li>
 Conduct initial screening interviews in both French and English to assess skills, motivation, and cultural fit.
 </li>
 <li>
 Coordinate and schedule technical interviews with hiring teams.
 </li>
 <li>
 Maintain and update recruitment reports.
 </li>
 <li>
 Build and maintain a pipeline of qualified technical talent for future openings.
 </li>
 <li>
 Ensure a positive candidate experience throughout the hiring process.
 </li>
 </ul>
 
 
 
 
 
 Required Qualifications:
 
 
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.
 </li>
 <li>
 2-4 years of experience in technical or IT recruitment
 </li>
 <li>
 Fluency in English (both spoken and written) is a must.
 </li>
 <li>
 Fluency in French (both spoken and written) is a Plus.
 </li>
 <li>
 Excellent communication, negotiation, and interpersonal skills.
 </li>
 <li>
 High level of professionalism and attention to detail.
 </li>
 </ul>
 
 
</div>

Technical Talent Acquisition Specialist

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)

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

DHL Express

<div>
 Connecting people, improving lives &mdash; it starts with you.
 
 
 Join a team where your passion for people shapes the way the world delivers.
 
 
 Role Summary:
 
 
 The job holder is responsible for supporting in end-to-end recruitment cycle, onboarding, employee engagement activities, HR Communication, and HR initiatives locally following regional agenda.
 
 
 Primary Responsibilities:
 
 
 
 <ul>
 <li>
 Supporting in end-to-end talent acquisition processes, including securing approvals, conduction intake meetings, posting jobs, sourcing, screening candidates, interviewing, selection, offering, and onboarding.
 </li>
 <li>
 Plan and coordinate external/internal advertisements and career fair participation as needed.
 </li>
 <li>
 Maintain accurate and up-to-date candidate records within the Applicant Tracking System (ATS).
 </li>
 <li>
 Handle internal HR communication effectively, ensuring alignment across departments.
 </li>
 <li>
 Coordinate onboarding activities and ensure timely delivery of orientation and welcome materials.
 </li>
 <li>
 Implement an annual employee engagement calendar aligned with HR and business objectives.
 </li>
 <li>
 Coordinate internship programs, sponsorships, and educational institution collaborations as needed.
 
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.
 </li>
 <li>
 Professional HR certification (e.g., HRMD, SHRM-CP, PHR, CIPD) is preferred.
 
 
 
 </li>
 </ul>
 Experience:
 
 
 
 <ul>
 <li>
 Minimum of 1&ndash;3 years of progressive experience in talent acquisition, recruitment operations, or employee engagement, preferably in a multinational environment.
 </li>
 <li>
 Experience in managing the full recruitment lifecycle and implementing engagement strategies.
 
 
 
 </li>
 </ul>
 Key Knowledge, Skills and Competencies:
 
 
 
 <ul>
 <li>
 Strong knowledge of sourcing techniques, recruitment tools, and Applicant Tracking Systems (ATS) platforms (e.g., Taleo, SuccessFactors).
 </li>
 <li>
 Excellent understanding of employee engagement best practices.
 </li>
 <li>
 High level of confidentiality, discretion, and professionalism.
 </li>
 <li>
 Excellent communication skills &ndash; both written and verbal.
 </li>
 <li>
 Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint).
 
 
 
 </li>
 </ul>
 Do you see a personal challenge in these versatile and responsible tasks? Then
 
 Apply Now!
 
</div>

Talent Acquisition and Engagement Specialist

Breadfast

<div>
 
 
 Role Objectives:
 
 
 
 To execute and optimize the mass acquisition and onboarding of Delivery Associates (couriers), ensuring speed, quality, and scale in meeting Breadfast&rsquo;s last-mile workforce needs. This role focuses on high-volume, blue-collar recruitment and delivering a consistent, streamlined onboarding experience that drives operational readiness and early engagement.
 
 
 
 
 
 
 Roles &amp; Responsibilities:
 
 
 
 
 Recruitment Execution:
 
 
 
 
 
 <ul>
 <li>
 Manage the end-to-end recruitment cycle for Delivery Associates, from sourcing to offers.
 </li>
 <li>
 Drive large-scale hiring initiatives across regions, ensuring pipelines are consistently filled.
 </li>
 <li>
 Execute sourcing strategies across job boards, referrals, hiring events, and 3PL partnerships.
 </li>
 <li>
 Screen and shortlist candidates to meet Breadfast&rsquo;s standards for fit and operational readiness.
 </li>
 </ul>
 
 
 Onboarding Operations:
 
 
 
 
 
 <ul>
 <li>
 Deliver structured onboarding sessions to ensure new hires are trained, documented, and operationally ready.
 </li>
 <li>
 Standardize onboarding practices to provide a consistent new hire experience across all districts.
 </li>
 <li>
 Monitor new hire attendance, early engagement, and performance to identify risks.
 </li>
 <li>
 Coordinate with HR and Operations for smooth transitions from onboarding to field deployment.
 </li>
 </ul>
 
 
 Workforce Planning Support:
 
 
 
 
 
 <ul>
 <li>
 Provide the Lead with accurate pipeline status updates, highlighting risks or gaps.
 </li>
 <li>
 Adjust sourcing intensity and channels to match forecasted hiring needs.
 </li>
 <li>
 Support workforce planning efforts by feeding back real-time insights from the field.
 </li>
 </ul>
 
 
 Process Improvement:
 
 
 
 
 
 <ul>
 <li>
 Track recruitment funnel metrics (e.g., time-to-fill, show-up rate, early exits).
 </li>
 <li>
 Identify bottlenecks in sourcing, selection, or onboarding and recommend improvements.
 </li>
 <li>
 Share data-driven insights on hiring trends and candidate behavior to inform strategy.
 </li>
 </ul>
 
 
</div>

Delivery Associate Acquisition & Onboarding Senior Specialist

Explore 262+ Senior talent acquisition specialist in Cairo this January. Find roles across top companies and apply now to boost your career.

262 senior talent acquisition specialist jobs IN Cairo

Talent Acquisition Specialist

Talent Acquisition Specialist

Technical Talent Acquisition Specialist

Talent Acquisition (Graduate Program)

Talent Acquisition Lead

Talent Acquisition and Engagement Specialist

Delivery Associate Acquisition & Onboarding Senior Specialist