HR and Talent Acquisition Associate

What You’ll Own
Candidate Sourcing & Pipeline Building
● Source qualified candidates through LinkedIn, job boards, databases, referrals, and other channels.
● Proactively build and maintain talent pipelines for current and future hiring needs.
● Identify candidates who meet both the technical requirements and cultural/behavioral expectations of the role.
● Conduct targeted LinkedIn research rather than relying only on inbound applicants.
● Continuously experiment with sourcing strategies to improve candidate quality and response rates.
Interview Pre-Screening
● Conduct structured initial screening calls with candidates.
● Evaluate candidates against defined role requirements, experience, communication, motivation, compensation expectations, availability, and overall fit.
● For technical positions, understand technical requirements well enough to conduct an effective first-level technical screening and identify whether a candidate should progress to the technical interview.
● For non-technical roles, assess functional experience, problem-solving ability, communication, ownership, and relevant behavioral competencies.
● Prepare concise and objective candidate summaries for hiring managers.
Interview Scheduling & Coordination
● Own the end-to-end interview scheduling process.
● Coordinate calendars across candidates, recruiters, interviewers, and hiring managers.
● Ensure interviews are scheduled quickly and accurately.
● Proactively follow up on pending feedback and prevent candidates from getting stuck at any stage.
● Maintain clear communication with candidates before, during, and after interviews.
● Handle reschedules, cancellations, no-shows, and last-minute changes professionally.
Recruitment Process Ownership
● Track every candidate through the recruitment funnel and maintain accurate ATS/CRM records.
● Identify delays, bottlenecks, and drop-offs and take action without waiting for instructions.
● Maintain regular communication with hiring managers regarding pipeline quality and hiring progress.
● Follow up aggressively but professionally with candidates and stakeholders.
● Ensure no qualified candidate is lost due to poor follow-up or coordination.
● Support offer coordination and candidate closure when required.
Technical + Non-Technical Hiring
You should be comfortable recruiting across both technical and non-technical functions.
Experience hiring for roles such as:
● Software / Technology
● IT / Systems
● Automation
● Data / Analytics
● Operations
● Finance
● Sales
● Marketing
● HR
● Executive / Administrative
● Customer Success
● Business Development
You do not need to be a technical expert, but you must be capable of understanding a technical JD, asking intelligent screening questions, identifying relevant experience, and determining whether a candidate meets the basic requirements before moving them forward.

Work arrangement
Yes