Recruitment Manager ($1000-$1500)

Recruitment Strategy
• Develop and implement the company's recruitment strategy aligned with business objectives.
• Build a strong talent pipeline for both current and future hiring needs.
• Design workforce planning and recruitment forecasting with department heads.
• Continuously improve recruitment policies, SOPs, and hiring processes.
Talent Acquisition
• Lead end-to-end recruitment for executive, managerial, and specialized positions.
• Recruit high-level positions including Directors, Heads of Departments, Senior Managers, and key specialists.
• Manage recruitment for mass hiring when required.
• Ensure quality-of-hire, speed-to-hire, and candidate experience meet company standards.
• Utilize multiple sourcing channels including LinkedIn Recruiter, executive search, referrals, job portals, universities, and social media.
Leadership & Team Management
• Lead, coach, and develop the recruitment team to achieve hiring KPIs.
• Allocate recruitment assignments and monitor recruiter performance.
• Conduct regular performance reviews and provide coaching to team members.
• Promote a high-performance recruitment culture.
Stakeholder Management
• Partner closely with business leaders to understand workforce requirements.
• Provide hiring consultation and market intelligence to management.
• Present recruitment reports, hiring analytics, and workforce trends to senior management.
Employer Branding
• Develop employer branding strategies to attract top talent.
• Lead recruitment marketing campaigns.
• Strengthen the company's presence on LinkedIn, Facebook, Telegram, and recruitment platforms.
• Build relationships with universities, professional associations, and industry networks.
Recruitment Analytics
• Monitor recruitment KPIs including:
o Time-to-Fill
o Time-to-Hire
o Cost-per-Hire
o Offer Acceptance Rate
o Quality-of-Hire
o Source Effectiveness
o Hiring Manager Satisfaction
• Prepare monthly recruitment dashboards and reports.
Compliance
• Ensure recruitment practices comply with labor laws and company policies.
• Maintain confidentiality of candidate information.
• Ensure fair and unbiased recruitment practices.