The role purpose of a Talent Acquisition Focal is to lead and manage the end-to-end talent acquisition process, ensuring the organization attracts, selects, and hires the best-fit candidates. This individual serves as the primary point of contact for recruitment activities, partnering with hiring managers to understand workforce needs and delivering a seamless hiring experience. Their responsibilities include building a strong employer brand, managing recruitment campaigns, sourcing and screening candidates, coordinating interviews, and ensuring timely, high-quality hires that align with the organization's culture and strategic goals.Someone with a flamboyant personality and an excellent communicator who can maintain and upscale our brand name through recruitment.Responsibilities:
Recruit, interview, evaluate, and place highly skilled Accounting/Taxation/Audit/Financial Statement professionals on a permanent basis across a wide array of accounting verticals.Utilize a variety of creative sourcing techniques including web search and social networking opportunities.Construct Boolean search strings to expedite focused candidate/client discovery.Screen and evaluate candidate qualifications against job requirements to determine overall fit.Successfully review job descriptions and analyze client requirements in order to understand the needs of the hiring manager and the technical skills required.Create strong working relationships with management, peers, and prospective candidates.Manage and update internal ATS with accuracy and integrity.Proactively network with user groups and potential talent by maintaining ongoing relationships.Display technical knowledge and the ability to understand the accounting domain and to keep abreast of accounting trends.Anticipate business priorities and how business needs will impact staffing plans long-term.Bonus Points If:
Multitasking - Juggle multiple projects and tasks simultaneously.Marketing Skills - Knowing how to market and promote your services, expertise, and knowledge effectively to clients and candidates is of utmost importance.Requirements:
Skills & Experience:
Substantial experience as a Talent Acquisition (4-6 years) in a matrix organization within a diverse international environment, with broad knowledge across a wide range of TA disciplines and a proven track record of success.Experience: Minimum 5-6 years of progressive experience in talent acquisition, with at least 2-3 years in a senior talent acquisition role, managing end-to-end recruitment processes.Proven Track Record: Demonstrable success in sourcing, attracting, and hiring top-tier talent in competitive markets, including experience with volume and executive recruitment.Technology Proficiency: Expertise in applicant tracking systems (ATS), recruitment marketing platforms, and HR analytics tools; familiarity with social media recruiting (LinkedIn, job boards, etc.).Person Specification:
Strategic Thinking: Ability to develop and execute long-term talent acquisition strategies that align with organizational goals and workforce planning.Leadership and Team Management: Strong leadership skills with experience managing a team of recruiters, providing mentorship, and ensuring delivery on KPIs and SLAs.Relationship Building: Excellent stakeholder management skills, including the ability to partner with hiring managers, HR, and senior leadership to understand business needs.Communication Skills: Exceptional verbal and written communication, capable of effectively presenting recruitment strategies and reports to leadership.Negotiation and Persuasion: Skilled in negotiating offers and securing top talent while balancing budgetary constraints and business needs.Problem-Solving: Ability to address complex recruitment challenges with creative solutions, including leveraging data and analytics to improve hiring processes.Adaptability: Capable of thriving in fast-paced, dynamic environments and managing multiple priorities in a rapidly changing market.A strong internal customer service mindset when dealing with both internal and external stakeholders.Capacity to deal with a wide range of stakeholders with conflicting priorities.Experience:
3 - 5 YearsQualification:
Fluent in English.University degree – MBA in HR-related area a plus.Proactive, independent and with a "can-do" attitude.Good communication skills.Team player (group skill).
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