Racrosoft - Head - Talent Acquisition

Head of Talent Acquisition

Roles and Responsibilities :

Strategic Talent Acquisition and Planning :

- Deliver an 'always on' hiring methodology, recruiting ahead of the curve using predictive workforce planning data.

- Responsible for manpower planning and budgeting to support the massive growth trajectory of the firm.

- Strategically coordinate with Sales Team & Hiring Managers to determine position requirements, quickly identify 'what great looks like' and convert these requirements into a plan.

- Business, Product, and Customer Understanding.

- Maintain a solid understanding of our business model, products, and customer profiles.

- Use this understanding to guide recruitment strategies and attract the right talent.

- Advise internal stakeholders (hiring managers) and external (candidates) stakeholders on hiring decisions, compensation, market intelligence, or layoffs considering the understanding of the business, product, and customers.

Analytics and Data-Driven Decision Making :

- Analyze sourcing metrics, engagement metrics, impact metrics, and revenue per employee, to reform and re-strategise hiring strategies and team alignment more effectively.

- Leverage data to guide decision-making and provide insights into strategic opportunities.

Leadership and Team Management :

- Provide leadership and coaching to the team and business leaders on how to scale and meet hiring goals.

- Encourage skill and career development of the team, engage in regular discussions about employee goals and opportunities for growth.

- Manage workload balancing and ensure team efficiency and productivity.

Stakeholder Management :

- Partner with leaders and stakeholders to efficiently manage the team, surface up challenges, process gaps and variations, and proactively communicate any delays or challenges.

- Set high standards for stakeholder management and communication.

- Market and Competitor Intelligence.

- Gain market intelligence by talent mapping and performing competitor analysis.

- Develop a network of industry professionals and potential candidates.

- Employer Branding and Candidate Engagement.

- Passionate about Employer Branding as part of smart scouting and engaging.

- Work with the marketing team to generate leads for the candidates in unconventional ways beyond job boards.

Problem Resolution :

- Act as an escalation point for resolving out-of-process requests, issues with process adherence and feedback.

Requirements :

- 6+ years of experience working within Talent Acquisition for a fast-paced technology-driven company.

- Analytical approach and ability to translate goals, metrics, and research into strategy and opportunities.

- An action-oriented leader, who uses data to guide decision making.

- Excellent stakeholder management and communication skills (exceptional interpersonal skills).

- An individual who is process-focused with attention to detail.

- A leader who inspires and encourages their team.

- Ability to work in a fast-paced, ambiguous environment.

- Tech first mindset.

- Proficient storytelling skills.

- Strong understanding of people and relationships (EQ).

- Out of the box thinker, solution-oriented.

- Analytical skills with a focus on finance and numbers.

- Product Manager Mindset.

- Exceptional attention to detail.

- Deep understanding of our business model, product offerings, and customer profile.