Key Responsibilities:

• Leadership & Strategy:
  • Lead and mentor technical recruiters, ensuring best practices in sourcing, interviewing, and hiring processes.
  • Develop and implement recruitment strategies to attract and hire high-caliber engineering professionals.
  • Collaborate with engineering and hiring managers to forecast hiring needs and create job descriptions that accurately reflect role requirements.
  • Monitor recruitment metrics (e.g., time-to-hire, offer acceptance rate) and continuously optimize the hiring process.
• Talent Acquisition Process:
  • Manage the full-cycle recruitment process for engineering roles, from sourcing to offer negotiation.
  • Oversee the creation and execution of targeted sourcing strategies (LinkedIn, job boards, industry networks, etc.) to identify and engage passive engineering candidates.
  • Ensure a positive candidate experience throughout the hiring process, from initial outreach to onboarding.
  • Conduct interviews for technical positions and assess candidates’ fit based on technical expertise, cultural alignment, and long-term potential.
• Stakeholder Management:
  • Act as a trusted advisor to engineering leaders, providing insights on talent trends and market conditions.
  • Build and maintain relationships with hiring managers and other stakeholders to ensure alignment on hiring goals.
  • Partner with HR and other departments to drive diversity and inclusion initiatives within the hiring process.
• Compliance & Reporting:
  • Ensure compliance with labor laws, regulations, and internal policies throughout the recruitment process.
  • Prepare and present recruitment reports, analyzing data and making recommendations for continuous improvement.
  • Stay updated on the latest trends in engineering recruitment and talent acquisition tools and technologies.