Talent Acquisition Manager

TALENT ACQUISITION MANAGER

JOB OVERVIEW

Sizanid Staffing is looking for an experienced and strategic Talent Acquisition Manager to lead and strengthen its talent acquisition activities. The successful candidate will be responsible for developing effective recruitment strategies, managing sourcing and selection activities, leading recruitment teams, building strong talent pipelines, and ensuring clients receive qualified candidates within agreed timelines.

The role will work closely with the Head of Staffing, HR, Sales, Client Services, and other departments to understand workforce requirements, improve recruitment processes, strengthen candidate experience, and deliver high-quality talent solutions to Sizanid Staffing's clients.

JOB SUMMARY

The Talent Acquisition Manager is responsible for overseeing the end-to-end talent acquisition process, from workforce requirement analysis and sourcing through screening, interviewing, selection, offer coordination, and recruitment reporting.

The role will develop talent pipelines, manage recruitment performance, support employer branding initiatives, maintain strong candidate relationships, and ensure recruitment activities are aligned with client requirements, company standards, and applicable employment practices.

KEY RESPONSIBILITIES

1. Talent Acquisition Strategy

• Develop and implement talent acquisition strategies aligned with business and client requirements.
• Establish effective recruitment approaches for different job categories and industries.
• Identify talent acquisition challenges and recommend appropriate solutions.
• Develop strategies for improving recruitment speed, quality, and candidate experience.
• Monitor recruitment trends and recommend improvements to sourcing and selection practices.

2. Workforce & Recruitment Planning

• Work with clients and internal teams to understand workforce requirements.
• Review job requirements, competencies, qualifications, and hiring priorities.
• Support workforce planning and recruitment forecasting.
• Develop recruitment plans for multiple vacancies and high-volume hiring requirements.
• Ensure recruitment activities are aligned with agreed hiring timelines.

3. Talent Sourcing

• Develop and manage effective candidate sourcing strategies.
• Utilize job boards, professional networks, social media, referrals, databases, and other sourcing channels.
• Build and maintain talent pools for current and future vacancies.
• Identify passive candidates for specialized and hard-to-fill roles.
• Monitor sourcing channel effectiveness and optimize recruitment efforts.

4. Recruitment & Selection

• Oversee the end-to-end recruitment process.
• Review applications and ensure effective candidate screening.
• Coordinate interviews, assessments, and selection processes.
• Ensure candidates are assessed against defined job requirements and competencies.
• Support hiring managers and clients in making informed candidate selections.
• Coordinate offer and pre-employment processes where applicable.

5. Recruitment Team Leadership

• Supervise and provide direction to recruiters, sourcers, and recruitment coordinators.
• Assign recruitment requisitions and monitor workloads.
• Set recruitment performance targets and expectations.
• Coach and mentor recruitment team members.
• Conduct performance reviews and identify training needs.
• Promote consistent recruitment standards and best practices.

6. Client & Hiring Manager Engagement

• Work with clients to understand their recruitment requirements.
• Maintain regular communication with hiring managers and client representatives.
• Provide recruitment updates and candidate pipeline reports.
• Manage expectations regarding candidate availability and recruitment timelines.
• Address recruitment-related concerns and coordinate appropriate solutions.

7. Candidate Experience & Engagement

• Ensure candidates receive timely and professional communication throughout the recruitment process.
• Maintain positive relationships with candidates and talent communities.
• Provide appropriate information regarding recruitment stages and requirements.
• Monitor candidate feedback and identify opportunities to improve the candidate experience.
• Maintain confidentiality of candidate information.

8. Recruitment Technology & Systems

• Ensure effective use of applicant tracking systems and recruitment platforms.
• Maintain accurate candidate and vacancy records.
• Monitor recruitment databases and talent pools.
• Support the use of technology and automation to improve recruitment efficiency.
• Ensure recruitment data is properly maintained and accessible to authorized personnel.

9. Recruitment Performance & Reporting

• Monitor recruitment KPIs and team performance.
• Track time-to-fill, time-to-hire, sourcing effectiveness, interview-to-offer ratios, and placement rates.
• Prepare regular recruitment reports for management.
• Analyze recruitment data to identify bottlenecks and performance gaps.
• Recommend corrective actions and process improvements based on recruitment data.

10. Employer Branding & Talent Pipeline Development

• Support initiatives that strengthen Sizanid Staffing's employer and recruitment brand.
• Develop relationships with professional networks, universities, talent communities, and relevant organizations.
• Build long-term talent pipelines for frequently recruited positions.
• Support recruitment campaigns and talent attraction initiatives.
• Promote a professional and consistent candidate experience.

11. Recruitment Compliance & Quality Assurance

• Ensure recruitment activities follow company policies and established procedures.
• Maintain appropriate recruitment documentation.
• Promote fair, consistent, and professional recruitment practices.
• Conduct quality reviews of recruitment processes and candidate records.
• Escalate potential compliance or recruitment risks to the appropriate management team.

12. Continuous Improvement

• Review recruitment processes and identify opportunities for improvement.
• Introduce efficient sourcing, screening, and selection practices.
• Monitor emerging recruitment technologies and industry practices.
• Develop and update recruitment SOPs, templates, and guidelines.
• Promote a culture of continuous learning and improvement within the recruitment team.

KEY PERFORMANCE INDICATORS (KPIs)

• Time-to-fill
• Time-to-hire
• Vacancy fulfillment rate
• Candidate placement rate
• Quality of hire
• Candidate retention rate
• Offer acceptance rate
• Interview-to-offer conversion rate
• Application-to-interview conversion rate
• Sourcing channel effectiveness
• Qualified candidate pipeline size
• Recruitment team productivity
• Client satisfaction
• Candidate satisfaction
• Recruitment process compliance
• Recruitment cost per hire
• Recruitment reporting accuracy and timeliness
• Client recruitment retention and repeat business
• Achievement of recruitment targets

QUALIFICATIONS

• Bachelor's degree in Human Resource Management, Business Administration, Psychology, Industrial Relations, Management, or a related field.
• Professional HR or recruitment certification is an advantage.
• 4–6 years of experience in talent acquisition, recruitment, staffing, or HR.
• Previous experience managing or supervising recruitment professionals is preferred.
• Experience in agency recruitment, staffing, executive search, or high-volume recruitment is an advantage.
• Experience recruiting across multiple industries or job functions is preferred.
• Strong experience using applicant tracking systems, recruitment platforms, and sourcing tools.

REQUIRED SKILLS & COMPETENCIES

• Talent acquisition strategy
• Recruitment management
• Candidate sourcing
• Talent pipeline development
• Interviewing and candidate assessment
• Recruitment team leadership
• Workforce planning
• Client relationship management
• Hiring manager engagement
• Candidate experience management
• Applicant tracking systems
• Recruitment analytics
• Recruitment reporting
• Employer branding
• Recruitment process improvement
• Stakeholder management
• Communication and interpersonal skills
• Negotiation
• Problem-solving
• Organization and time management
• Data analysis
• Decision-making
• Confidentiality
• Attention to detail

CORE VALUES

• Integrity
• Professionalism
• Fairness
• Accountability
• Excellence
• Confidentiality
• Respect
• Collaboration
• Client Focus
• Continuous Improvement

WORKING RELATIONSHIPS

Internal:

• Head of Staffing
• Managing Director
• Recruiters
• Recruitment Coordinators
• Sourcing Specialists
• HR Department
• Sales & Business Development
• Client Services
• Operations
• Finance
• Marketing
• Technology

External:

• Clients
• Hiring Managers
• Job Candidates
• Recruitment platforms
• Universities and educational institutions
• Professional associations
• Talent communities
• Recruitment partners

ROLE EXPECTATIONS

• Lead recruitment activities with professionalism, efficiency, and accountability.
• Build strong and sustainable candidate pipelines.
• Ensure qualified candidates are presented within agreed timelines.
• Maintain high standards of candidate experience and client service.
• Provide effective leadership and coaching to recruitment team members.
• Maintain accurate recruitment records and reports.
• Use recruitment data to improve performance and decision-making.
• Maintain confidentiality of candidate and client information.
• Promote fair, consistent, and professional recruitment practices.
• Continuously improve Sizanid Staffing's talent acquisition processes and capabilities.