Talent Acquisition Executive

Role Summary
The Global Talent Acquisition Executive is responsible for identifying, attracting, and hiring top-tier talent across various international regions to support AVASO's rapid growth. This role contributes to the business by ensuring the organization is equipped with high-performing individuals who align with our global strategic objectives and company culture.
Key Responsibilities
Execute full-lifecycle recruitment processes, including sourcing, screening, and interviewing candidates for diverse global positions
Manage candidate pipelines through various channels (LinkedIn, job boards, referrals) to ensure a steady flow of qualified talent
Coordinate and schedule interviews across different time zones, ensuring a seamless experience for both candidates and interviewers
Maintain accurate and up-to-date candidate records within the Applicant Tracking System (ATS) to ensure data integrity
Act as a brand ambassador for AVASO, communicating the company's value proposition effectively to external prospects
Monitor recruitment metrics to track the effectiveness of sourcing channels and time-to-hire
Assist in the preparation and delivery of offer letters and pre-boarding documentation
Assess applicants' relevant knowledge, skills, experience, and cultural fit
Act as a liaison and build influential relationships with candidates throughout the selection process
Required Skills
Proficiency in Boolean searching, social media sourcing, and data management.
Understanding of global recruitment best practices and labor market trends
Tools / Systems / Technical Knowledge
Hands-on experience with Applicant Tracking Systems (ATS).
Advanced proficiency in LinkedIn Recruiter and other professional networking platforms.
Strong command of Microsoft Office Suite (Excel, Word, Teams).
Decision-Making Authority
Initial screening and shortlisting of candidates for hiring manager review.
Recommends process improvements for the candidate experience and sourcing methods.
Problem-Solving Complexity
Handles moderate tasks such as managing conflicting interview schedules and navigating niche talent markets.
Expected to show innovation in finding passive candidates for "hard-to-fill" technical roles.
Stakeholder Management
Frequent interaction with Hiring Managers, the Global People & Culture team, and external candidates.
Non-client facing, with a heavy focus on internal partnership.
Primarily influences peers and cross-functional hiring teams.
Education & Certification Requirements
Bachelor’s degree in human resources, Business Administration, or a related field.
HR certification (e.g., SHRM-CP, PHR or any other). (optional)
Experience Requirements
0.6–3 years of experience in recruitment or talent acquisition.
Prior experience in a global or fast-paced corporate environment is highly preferred.

Work arrangement
No