Senior Recruiter

JOB SUMMARY

The Senior Recruiter is responsible for managing and coordinating end-to-end recruitment activities to attract, assess, and hire qualified candidates for Sizanid Staffing and its clients. The role supports workforce requirements through effective candidate sourcing, screening, interviewing, selection, recruitment coordination, and candidate relationship management.

The Senior Recruiter works closely with hiring managers, HR, management, and other stakeholders to understand staffing requirements, develop recruitment strategies, maintain strong candidate pipelines, and ensure recruitment processes are completed efficiently, professionally, and within agreed timelines.

KEY RESPONSIBILITIES 1. Recruitment Management Manage end-to-end recruitment processes for assigned vacancies. Work with hiring managers to understand job requirements and candidate profiles. Develop and implement appropriate recruitment strategies for different positions. Coordinate recruitment activities to ensure vacancies are filled within agreed timelines. Ensure recruitment processes are organized, consistent, and professional. 2. Candidate Sourcing Source qualified candidates through LinkedIn, job boards, recruitment platforms, professional networks, referrals, and other relevant channels. Develop and maintain active candidate pipelines for current and future vacancies. Conduct targeted searches for specialized or difficult-to-fill positions. Build relationships with potential candidates and passive job seekers. Identify and recommend new sourcing channels and recruitment methods. 3. Candidate Screening & Assessment Review CVs, applications, and candidate profiles against established job requirements. Conduct initial screening interviews and candidate assessments. Evaluate candidates based on qualifications, experience, skills, and role requirements. Shortlist qualified candidates for hiring manager review. Document candidate assessments, interview feedback, and recommendations accurately. 4. Interview Coordination & Selection Coordinate interviews between candidates and hiring managers. Schedule interviews and communicate interview details to candidates and stakeholders. Prepare candidates for interviews and provide relevant information about the recruitment process. Collect and document interview feedback. Support hiring managers throughout the selection process. Coordinate reference checks and other pre-employment requirements where applicable. 5. Candidate Communication & Experience Maintain timely and professional communication with candidates throughout the recruitment process. Provide candidates with information regarding job opportunities, interviews, assessments, and next steps. Respond to candidate enquiries and concerns professionally. Keep candidates informed of recruitment decisions and process updates. Promote a positive and professional candidate experience. 6. Recruitment Records & Administration Maintain accurate candidate records in ATS, CRM, and recruitment databases. Update candidate statuses and recruitment activities regularly. Maintain recruitment trackers, interview records, assessments, and hiring documentation. Prepare recruitment reports and hiring updates for management. Ensure recruitment records are complete, accurate, and properly organized. Maintain confidentiality of candidate and recruitment information. 7. Hiring Manager & Stakeholder Coordination Work closely with hiring managers and department heads to understand workforce requirements. Provide regular recruitment updates and candidate pipeline information. Advise hiring managers on candidate availability, sourcing challenges, and recruitment timelines. Coordinate with HR and Operations on offers, documentation, and onboarding. Maintain effective working relationships with internal and external stakeholders. 8. Recruitment Strategy & Process Improvement Monitor recruitment performance and identify opportunities for improvement. Recommend improvements to sourcing, screening, interviewing, and selection processes. Support the effective use of ATS, recruitment platforms, and sourcing tools. Track recruitment metrics and identify trends and recruitment challenges. Contribute to employer branding, talent attraction, and recruitment initiatives. 9. Recruitment Reporting & Analytics Track recruitment activity, candidate pipelines, vacancies, and hiring progress. Prepare recruitment reports, dashboards, and summaries for management. Monitor key recruitment metrics including time-to-fill, candidate conversion, and offer acceptance. Analyze recruitment data to identify trends and areas for improvement. Maintain accurate and timely recruitment information for management decision-making. 10. Team Support & Mentoring Provide guidance and support to junior recruiters and recruitment coordinators. Share effective sourcing, screening, interviewing, and candidate management practices. Support recruitment training and knowledge-sharing activities. Assist with coordinating recruitment workloads and priorities. Promote consistent recruitment standards and professional practices across the team. 11. Recruitment Compliance & Confidentiality Follow company recruitment policies, procedures, and applicable recruitment requirements. Maintain confidentiality of candidate, employee, client, and business information. Ensure recruitment documentation is accurate and properly maintained. Support compliance with recruitment and employment procedures. Escalate recruitment concerns or potential compliance issues to the appropriate manager. 12. General HR & Recruitment Support Support HR and recruitment projects and special assignments. Assist with workforce planning and talent acquisition initiatives. Support recruitment campaigns and employer branding activities. Assist with onboarding coordination for successful candidates where required. Perform other recruitment and HR-related duties relevant to the role as assigned. KEY PERFORMANCE INDICATORS (KPIs) Time-to-fill and time-to-hire. Number and quality of qualified candidates sourced. Candidate-to-interview conversion rate. Interview-to-offer conversion rate. Offer acceptance rate. Recruitment target achievement. Candidate pipeline quality and availability. Candidate response and follow-up time. Recruitment documentation accuracy. ATS/CRM data accuracy and completeness. Hiring manager satisfaction. Candidate experience and satisfaction. Recruitment process compliance. Successful placement rate. Timely completion of recruitment activities. QUALIFICATIONS Bachelor’s degree in Human Resource Management, Psychology, Business Administration, Management, Industrial Relations, or a related field. Professional HR or recruitment certification is an advantage. 3–5 years of experience in recruitment, talent acquisition, staffing, HR, or a related role. Experience managing full-cycle recruitment processes. Experience using ATS, CRM systems, LinkedIn, job boards, and other recruitment tools. Experience recruiting across multiple functions, industries, or geographic markets is an advantage. REQUIRED SKILLS & COMPETENCIES Full-cycle recruitment Talent acquisition Candidate sourcing and pipeline development CV screening and candidate assessment Interviewing and selection ATS and recruitment systems LinkedIn and online sourcing platforms Recruitment reporting and data management Stakeholder and hiring manager management Strong written and verbal communication Interviewing and evaluation skills Organizational and time-management skills Attention to detail Relationship-building skills Problem-solving skills Ability to manage multiple vacancies and priorities Confidentiality and discretion Teamwork and collaboration Ability to work independently Professional candidate management skills CORE VALUES Integrity Professionalism Accountability Accuracy Confidentiality Fairness Respect Collaboration Excellence Continuous Improvement WORKING RELATIONSHIPS

Internal:

Head of HR / Recruitment Manager HR & Recruitment Team Hiring Managers Department Heads Managing Director Operations Team Staffing Team Finance Department Senior Management

External:

Candidates and job seekers Recruitment platforms and job boards Recruitment agencies and partners Professional networks Universities and educational institutions Clients Other relevant stakeholders ROLE EXPECTATIONS Manage recruitment processes professionally, efficiently, and within agreed timelines. Maintain strong and qualified candidate pipelines. Provide accurate and objective candidate assessments and recommendations. Maintain accurate, organized, and confidential recruitment records. Provide timely communication and a positive candidate experience. Build strong working relationships with hiring managers and stakeholders. Proactively identify recruitment challenges and recommend practical solutions. Maintain knowledge of effective sourcing methods and recruitment practices. Support and mentor junior members of the recruitment team. Demonstrate professionalism, fairness, confidentiality, accountability, and attention to detail. Contribute to effective talent acquisition and workforce development at Sizanid Staffing.