Remote Technical Talent Acquisition Specialist

Annual Salary: $151,598

Job Overview:

As a Technical Talent Acquisition Specialist, you will drive the full-cycle recruitment process for technical positions, including software engineers, data scientists, IT specialists, and more. This fully remote position is ideal for a professional passionate about identifying, engaging, and hiring top technical talent globally. You will collaborate closely with hiring managers, HR teams, and other stakeholders to ensure a smooth recruitment process, from sourcing to onboarding.

Your role will involve using advanced recruitment tools, platforms, and strategies to attract high-caliber candidates in competitive industries. You will manage multiple job requisitions and adapt sourcing strategies to align with the company’s immediate and long-term goals.

Key Responsibilities:

1. End-to-End Recruitment
   • Manage the entire recruitment life cycle for technical roles, ensuring a positive candidate experience from the application to the offer stage.
   • Work with hiring managers to understand technical job requirements, desired skills, and cultural fit.
   • Develop and execute tailored recruitment strategies to meet the hiring needs of various departments.
   • Utilize Applicant Tracking Systems (ATS) and recruitment software to monitor and manage candidate pipelines.
2. Candidate Sourcing and Engagement
   • Actively source candidates through multiple channels, including online job boards, social media platforms (e.g., LinkedIn, GitHub), networking events, and referrals.
   • Build and maintain a talent pool of qualified candidates for current and future job opportunities.
   • Engage in direct outreach to passive candidates and manage relationships to keep them engaged throughout the hiring process.
   • Use Boolean searches, advanced search strings, and other sourcing techniques to target specific talent pools.
3. Screening and Interviewing
   • Conduct initial screening calls to evaluate technical skills, experience, and cultural fit.
   • Coordinate and schedule technical interviews with hiring managers, ensuring timely and effective communication with candidates.
   • Work with technical teams to develop relevant coding tests, take-home assignments, or other technical assessments to evaluate candidate skills.
4. Stakeholder Collaboration
   • Act as the primary point of contact for hiring managers, providing regular updates on recruitment progress and offering strategic insights.
   • Collaborate with HR and hiring teams to align recruitment efforts with broader business objectives and workforce planning.
   • Provide feedback and recommendations to improve the recruitment process, ensuring timely and high-quality hires.
   • Partner with HR to ensure a smooth onboarding process for all new hires.
5. Data-Driven Recruitment
   • Leverage recruitment data and metrics to track performance and optimize the recruitment process.
   • Report on key metrics such as time-to-fill, cost-per-hire, and candidate satisfaction to improve processes and meet hiring targets.
   • Use market research and talent analytics to inform recruitment strategies and stay ahead of hiring trends in the tech industry.
6. Employer Branding
   • Work with marketing and HR teams to create and promote employer branding initiatives to attract top talent.
   • Craft compelling job descriptions that reflect the company’s values, culture, and technical opportunities.
   • Actively engage on social media platforms and professional forums to promote open positions and company culture.
7. Compliance and Documentation
   • Ensure all recruitment processes comply with relevant labor laws, data privacy regulations, and company policies.
   • Maintain accurate and up-to-date candidate records in the ATS and ensure all documentation is correctly stored for audit purposes.
8. Continuous Improvement
   • Stay updated on the latest recruitment trends, tools, and best practices, especially in technical recruiting.
   • Attend relevant industry webinars, conferences, and training to continuously improve recruiting skills and network with other professionals in the field.
   • To enhance efficiency and effectiveness, provide constructive feedback on the recruitment process, including sourcing methods, interview techniques, and onboarding practices.

Required Qualifications:

• Experience:
  • Minimum of 5 years of technical recruiting experience, with a proven track record of hiring for technical roles such as software developers, data scientists, DevOps engineers, and IT support.
  • Prior experience in remote recruiting is highly preferred.
• Education:
  • Bachelor’s degree in Human Resources, Business, Information Technology, or a related field. Equivalent work experience may also be considered.
• Skills:
  • Strong understanding of technical roles, programming languages, frameworks, and technology stacks.
  • Excellent communication, interpersonal, and negotiation skills to build strong relationships with candidates and hiring managers.
  • Proficiency with Applicant Tracking Systems (ATS), LinkedIn Recruiter, and other sourcing platforms.
  • Experience in conducting behavioral and technical interviews.
  • Data-driven mindset with the ability to interpret recruitment metrics and reports.
• Attributes:
  • Ability to manage multiple priorities and deadlines in a fast-paced environment.
  • Self-motivated and capable of working independently in a fully remote setup.
  • Adaptable and solution-oriented, with strong problem-solving skills.

Perks and Benefits:

• Competitive salary of $151,598 per annum.
• Flexible working hours, allowing you to work from anywhere in the world.
• Access to cutting-edge recruitment tools and technologies.
• Professional development opportunities, including training, workshops, and industry conferences.
• Generous paid time off and parental leave policies.
• Collaborative and inclusive company culture, with a focus on work-life balance.