Job Summary
This role manages end-to-end recruitment for all positions within the IT and Network divisions, ensuring the organisation attracts and hires high-quality technical talent. The recruiter partners closely with technical leaders to understand hiring needs, talent requirements, and market dynamics, while driving timely and effective recruitment delivery.
The Day to Day Responsibilities
A. End-to-End Recruitment Delivery (Technology Functions)
-
Responsible for the full recruitment lifecycle across all IT and Network functions:
- Conduct detailed intake meetings to understand technical expectations and success criteria.
- Develop and execute tailored sourcing strategies for specialised technical roles.
- Perform structured screening to validate technical experience, functional fit, and behavioural suitability.
- Coordinate and facilitate the full interview process with technical evaluators.
- Lead offer discussions, negotiations, and ensure alignment with internal frameworks.
- Manage candidate engagement from sourcing until onboarding, ensuring minimal drop-off.
B. Strategic Stakeholder Partnership
- Act as the recruitment advisor to IT & Network HODs and hiring managers.
- Provide timely updates, guide expectations, and influence decision-making to meet hiring targets.
- Share real-time market insights on technical talent availability, hiring trends, and salary benchmarks.
- Support leaders in refining job scopes, competencies, and hiring strategies when needed.
C. Talent Pipeline & Market Mapping
- Build and maintain strong talent pipelines for recurring and niche technical competencies.
- Conduct market mapping to understand talent distribution, competitor demand, and skill scarcity.
- Engage passive talent through long-term relationship building and targeted outreach.
- Explore specialised platforms and communities relevant to technology hiring.
D. Recruitment Process Excellence & Governance
- Ensure accurate and timely updates in the ATS.
- Maintain compliance with internal hiring policies, salary frameworks, and documentation standards.
- Track and analyse performance metrics (e.g., TAT, drop-off, conversion rates).
- Identify process gaps and propose improvements to enhance TA efficiency.
- Consistently deliver a positive and professional candidate experience.
E. Employer Branding Support
-
Support broader employer branding initiatives across all functions, including:
- Participation in university engagements, tech-focused events, and career fairs.
- Contribution to content creation showcasing culture, technology functions, and employee stories.
- Collaboration with TA team on campaigns to strengthen talent visibility and employer presence.
- Representation of the organisation at EB and recruitment events.