AltF Coworking - Manager - Talent Acquisition

Key Responsibilities:

Talent Sourcing & Recruitment:

- Manage End-to-End Recruitment: Handle the entire hiring process from job posting to candidate onboarding, ensuring timely closures of roles and meeting staffing needs.

- Source Candidates: Leverage various recruitment channels (social media platforms, job boards, professional networks, recruitment databases, referrals, etc. ) to identify and engage potential candidates.

- Screen & Assess Candidates: Review resumes, conduct initial screenings, and evaluate candidates' qualifications, soft skills, and experience.

- Filter candidates using a variety of selection tools such as aptitude tests, technical assessments, and structured interviews.

- Conduct Interviews: Facilitate both virtual and in-person interviews using effective interviewing techniques to assess technical skills, cultural fit, and alignment with the company's values.

- Offer Negotiation & Closing: Extend offers to selected candidates, manage salary negotiations, and ensure a smooth transition from offer acceptance to joining the organization.

Onboarding & Induction:

- New Employee Onboarding: Ensure new hires are onboarded effectively, guiding them through the required paperwork, training, and orientation to help them integrate into the company culture.

- Induction & Training Programs: Design and implement induction programs for new employees.

- Tailor training programs to different client locations and teams, ensuring new employees understand company policies, procedures, and their roles effectively.

Talent Pipeline & Strategy Development:

- Create Continuous Talent Pipeline: Build a strong and continuous talent pipeline for open and future positions.

- Proactively source, engage, and build relationships with potential candidates even before roles are available.

- Cultural Fit & Role Alignment: Assess candidates not only for technical qualifications but also for cultural fit, ensuring they align with the company's values, work environment, and team dynamics.

- Develop Long-Term Recruitment Strategies: Recommend and implement innovative ideas to improve recruitment processes and strategies, keeping in mind the company's long-term growth and talent needs.

- Market Mapping: Conduct competitive intelligence to map industry players and their talent pools.

- Identify organizational structures in similar companies to anticipate hiring needs and trends.

Skills & Qualifications:

Experience:

- 5+ years of experience in recruitment or talent acquisition, preferably within a corporate or fast-paced business environment.

- Experience in both blue-collar and white-collar recruitment is a plus.

- Proven track record of sourcing, screening, and placing candidates across multiple departments or functions.

Sourcing Techniques:

- Expertise in using a variety of sourcing methods including social media (LinkedIn, Facebook, Twitter), job boards (Indeed, Glassdoor), recruitment platforms, and direct outreach via email or phone.

- Strong Interviewing & Assessment Skills:

Ability to use behavioral, situational, and technical interviewing techniques to assess a candidate's suitability for a role.

Onboarding & Induction:

- Experience designing and conducting onboarding programs to ensure smooth transitions for new employees.

Analytical & Data-Driven:

- Comfortable using recruitment analytics to measure and improve hiring processes.

- Ability to track and report on recruitment metrics such as time-to-fill, cost-per-hire, and candidate quality.

Collaboration:

- Strong interpersonal skills to work effectively with hiring managers and internal teams to understand hiring needs and create strategies for fulfilling them.

Adaptability: Ability to handle multiple tasks and adapt to changing recruitment priorities and market trends