Recruitment Planning and Delivery
•Partner with Technology hiring managers and HR Business Partners to understand approved manpower requirements, role specifications, hiring priorities and expected timelines.
•Manage end-to-end recruitment for Technology positions, including requirement intake, sourcing, screening, interview coordination, selection, offer management and joining follow-up.
•Develop recruitment plans and sourcing strategies for regular, niche, critical and leadership Technology roles.
•Ensure positions are progressed and closed within agreed service levels and approved recruitment processes.
•Monitor open positions, ageing, candidate pipelines, interview progress, pending feedback, offer status and joining risks.
•Maintain adequate candidate pipelines and backup options for priority roles to support continuity of hiring delivery.
•Escalate recruitment delays, market constraints and decision bottlenecks to the appropriate stakeholders in a timely manner.
Sourcing and Candidate Management
•Use appropriate sourcing channels, including direct sourcing, employee referrals, internal mobility, recruitment platforms, market mapping and approved recruitment agencies.
•Build talent pipelines for recurring and anticipated Technology skill requirements.
•Conduct initial candidate screening against the approved job description, required competencies, relevant experience, career motivation, availability and compensation expectations.
•Provide shortlisted profiles with clear screening observations and relevant candidate information to hiring managers.
•Ensure candidates receive timely, accurate and professional communication throughout the recruitment process.
•Maintain a consistent and positive candidate experience while safeguarding candidate confidentiality and personal information.
Stakeholder Management
•Develop and maintain effective working relationships with Technology leaders, hiring managers, HR Business Partners and internal support teams.
•Conduct structured intake discussions to clarify role scope, essential criteria, assessment approach, interview panel and target timelines.
•Provide regular recruitment updates covering pipeline strength, progress, ageing, risks, decisions required and proposed corrective actions.
•Provide relevant talent-market information, including skill availability, candidate expectations and sourcing challenges, to facilitate informed hiring decisions.
•Coordinate recruitment governance reviews and proactively manage recruitment-related concerns and escalations.
Interview and Selection Management
•Coordinate with hiring teams to establish appropriate interview panels and assessment criteria.
•Facilitate timely interview scheduling and follow-up on interview feedback and selection decisions.
•Promote structured and consistent assessment against the approved role requirements.
•Monitor interview-to-selection conversion and identify recurring reasons for rejection, withdrawal or delay.
•Ensure selection decisions and supporting feedback are appropriately recorded in the recruitment system.
Offer and Joining Management
•Coordinate compensation inputs, offer recommendations and required approvals in accordance with the applicable compensation and recruitment governance framework.
•Manage candidate expectations and negotiations within approved parameters.
•Track offer acceptance, notice period, joining confirmation, counter-offer risk and potential dropouts.
•Maintain regular engagement with offered candidates until joining and escalate material joining risks.
•Analyse offer declines and joining dropouts and recommend appropriate corrective measures.
Team Management
•Lead, guide and support recruiters and sourcing resources assigned to Technology hiring.
•Allocate requisitions based on business priority, workload, role complexity and recruiter capability.
•Conduct regular reviews of recruiter pipelines, productivity, quality, delivery risks and pending actions.
•Coach team members on sourcing, screening, stakeholder management, candidate engagement, process compliance and recruitment-system usage.
•Promote collaboration, knowledge sharing, accountability and consistent service standards across the Technology Recruitment team.
Vendor Management
•Engage approved recruitment agencies for relevant requirements in accordance with defined processes.
•Provide clear role briefs and submission expectations to recruitment partners.
•Monitor vendor performance based on profile relevance, candidate quality, conversion, turnaround time and service standards.
•Conduct periodic reviews with recruitment partners and address performance concerns through defined corrective actions.
•Ensure agency usage and related documentation comply with applicable commercial and governance requirements.
Recruitment Operations, Governance and Compliance
•Ensure recruitment activities comply with approved policies, procedures, controls and authorization requirements.
•Maintain complete and accurate recruitment records, including requisition information, candidate stages, interview feedback, selection decisions, approvals and offer documentation.
•Ensure timely and accurate use of Workday Recruit and other approved recruitment tools.
•Safeguard confidential candidate, compensation, employee and business information.
•Support internal and external audits by providing required recruitment documentation and evidence.
•Identify operational risks, process gaps or data-quality concerns and implement or recommend corrective action.
Management Information and Continuous Improvement
•Prepare accurate recruitment reports and dashboards for Talent Acquisition leadership and Technology stakeholders.
•Monitor key recruitment indicators, including open positions, ageing, time to offer, time to fill, conversion ratios, offer acceptance, joining conversion, source mix, recruiter productivity and vendor performance.
•Analyse recruitment data to identify trends, delivery risks and improvement opportunities.
•Recommend and support improvements to sourcing, screening, interview coordination, candidate communication, reporting and recruitment governance.
•Participate in Talent Acquisition transformation, standardization, automation and process-improvement initiatives
Key Measures
•Delivery against approved Technology hiring requirements and agreed timelines.
•Adherence to recruitment service levels, governance requirements and data-quality standards.
•Quality and continuity of candidate pipelines.
•Profile-to-interview, interview-to-selection, selection-to-offer and offer-to-joining conversion.
•Time to offer and time to fill.
•Offer acceptance and joining conversion.
•Recruiter productivity and team capability.
•Stakeholder and candidate service quality.
•Sourcing-channel and recruitment-partner effectiveness.
