The Corporate Recruiter is expected to own full-cycle recruiting for internal positions, including sourcing, evaluating, screening candidates, coordinating interviews, and extending offers. The recruiter will also develop recruiting plans with internal stakeholders, maintain candidate communication, and assist with training programs for managers, analyze hiring statistics, maintain recruitment records, and contribute to the annual recruiting budget, work with HR on background checks, and create recruitment documents.

CORPORATE DUTIES AND RESPONSIBILITIES

The following are the corporate duties and responsibilities of the Corporate Recruiter:

• Managing full-cycle recruitment for sales, marketing, operations, account management, and senior. level positions
• Partner and communicate with global hiring leaders to fill positions in a timely manner
• Assisting in the creation of appropriate job descriptions of the positions communicated by the Hiring Manager
• Initiating and working on job postings to online platforms, screening employee referrals and designing other creative means that go beyond traditional sourcing to source sufficient and attract qualified applicants to fill in the vacant positions
• Scheduling and conducting interview assessments with applicants giving them an overview of the exact role of the position the company is looking for and performing the proper shortlisting of qualified ones for endorsement to final interview with the hiring managers;
• Securing the attendance of qualified applicants during scheduled interviews with the hiring managers
• Facilitating internal hirings and/or transfers of employees from one line of business to another closely coordinating with the HR Department for any administrative support;
• Conducting of employment background checks to ensure the authenticity, genuineness and validity of information and documents presented by the candidates during interview and pre-employment stages;
• Forecasting of applicants for open positions whenever needed; Taking a shared role with the HR Department on the Onboarding Stage phase to continuously ensure the smooth joining of new hired employees;
• Providing assistance to the TA Manager on regulations, process and policies pertaining to Talent Acquisition and Recruitment
• Deep knowledge of industry and talent market changes, trends and best practices
• Regularly attends meetings or sessions to provide guidance with the Operations Leaders and/or Hiring Managers in relation to any changes on the Talent Acquisition and Recruitment procedures and processes
• Act as talent advisor to executive leadership and analyzes market trends and talent mapping data to provide hiring managers with actionable insights, ensuring recruitment strategies are aligned with market realities to maximize fill rates ; and