About this role
1. Role Summary
The Global Talent Acquisition Executive is responsible for identifying, attracting, and hiring top-tier talent across various international regions to support AVASO's rapid growth. This role contributes to the business by ensuring the organization is equipped with high-performing individuals who align with our global strategic objectives and company culture.
2. Key Responsibilities
- Execute full-lifecycle recruitment processes, including sourcing, screening, and interviewing candidates for diverse global positions.
- Manage candidate pipelines through various channels (LinkedIn, job boards, referrals) to ensure a steady flow of qualified talent.
- Coordinate and schedule interviews across different time zones, ensuring a seamless experience for both candidates and interviewers.
- Maintain accurate and up-to-date candidate records within the Applicant Tracking System (ATS) to ensure data integrity.
- Act as a brand ambassador for AVASO, communicating the company's value proposition effectively to external prospects.
- Monitor recruitment metrics to track the effectiveness of sourcing channels and time-to-hire.
- Assist in the preparation and delivery of offer letters and pre-boarding documentation.
- Assess applicants' relevant knowledge, skills, experience, and cultural fit.
- Act as a liaison and build influential relationships with candidates throughout the selection process.
3. Required Skills
- Proficiency in Boolean searching, social media sourcing, and data management.
- Understanding of global recruitment best practices and labor market trends
4. Tools / Systems / Technical Knowledge
- Hands-on experience with Applicant Tracking Systems (ATS).
- Advanced proficiency in LinkedIn Recruiter and other professional networking platforms.
- Strong command of Microsoft Office Suite (Excel, Word, Teams).
5. Decision-Making Authority
- Initial screening and shortlisting of candidates for hiring manager review.
- Recommends process improvements for the candidate experience and sourcing methods.
6. Problem-Solving Complexity
- Handles moderate tasks such as managing conflicting interview schedules and navigating niche talent markets.
- Expected to show innovation in finding passive candidates for "hard-to-fill" technical roles.
7. Stakeholder Management
- Frequent interaction with Hiring Managers, the Global People & Culture team, and external candidates.
- Non-client facing, with a heavy focus on internal partnership.
- Primarily influences peers and cross-functional hiring teams.
8. Education & Certification Requirements
- Bachelor’s degree in human resources, Business Administration, or a related field.
- HR certification (e.g., SHRM-CP, PHR or any other). (optional)
9. Experience Requirements
- 1–3 years of experience in recruitment or talent acquisition.
- Prior experience in a global or fast-paced corporate environment is highly preferred.