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Common mid-level TA role at a visible startup increases applicant competition.
Core TA skills are transferable, but required IT and non-tech hiring experience raises specificity.
Explicit 2-4 years requirement and mandatory IT/non-tech hiring increases filter rigidity.
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Own full-cycle recruiting processes including sourcing, screening, interviewing, and selection for IT and non-IT roles.
Develop and implement long-term recruiting strategies and maintain talent pipelines to meet quarterly and annual hiring forecasts.
Lead employer branding initiatives and organize recruitment events to attract potential candidates.
2-4 years of work experience as a Talent Acquisition Specialist or similar role.
Experience with full-cycle recruiting across IT and non-technical positions.
Familiarity with ATS/HRMS systems such as Keka, social media platforms, and professional networks for sourcing candidates.
Bachelor's degree in Human Resources, Business Administration, or related field.
Experienced in managing end-to-end recruitment for diverse organizational roles, indicating strong role differentiation skills.
Capable of forecasting hiring needs and building long-term relationships with candidates to support sustained talent acquisition.
Comfortable using technology-driven recruitment tools and leading employer branding to enhance company attractiveness among candidates.