StatusNeo - Specialist - Talent Acquisition (7-10 yrs)

Role Overview:

As a Specialist - Talent Acquisition at StatusNeo, you will play a key role in identifying and recruiting top-tier executive talent across various senior leadership positions. You will work closely with the CEO, MD, COO, and other senior leadership to understand the strategic vision, hiring needs, and business objectives, ensuring that we attract the right leadership talent to drive organizational success. This role requires a deep understanding of leadership hiring, lateral hiring, and executive search processes. You will be responsible for managing end-to-end recruitment for critical senior-level roles such as Delivery Head, Delivery Manager, Project Manager, HR Head, and other leadership roles across business functions.

Key Responsibilities:

Strategic Leadership Hiring:

- Work closely with C-suite executives (CEO, MD, COO) to understand the hiring needs for leadership roles across the organization.

- Design and execute strategic search plans to source and engage high-caliber candidates for senior-level positions.

- Lead end-to-end recruitment processes for roles such as Delivery Heads, Project Managers, HR Heads, and other key positions in the leadership team.

Executive Search & Talent Mapping:

- Utilize a variety of sourcing techniques (including headhunting, referrals, networking, and direct sourcing) to identify top leadership talent.

- Build and maintain a strong talent pipeline of potential candidates for senior-level roles, even when immediate hiring is not required.

- Conduct market research to identify trends and talent pools relevant to the company's growth objectives.

Stakeholder Management:

- Collaborate effectively with senior business leaders and hiring managers to understand role specifications, cultural fit, and leadership competencies.

- Provide regular updates to stakeholders on progress, candidate pipelines, and market insights.

- Advise hiring managers on compensation benchmarking, talent trends, and effective interview practices.

Candidate Engagement & Relationship Building:

- Establish long-term relationships with top executive talent and continuously engage with them even when no immediate hiring is planned.

- Manage candidate expectations and ensure a seamless, positive candidate experience from initial contact through to offer acceptance.

- Support candidates in understanding the company culture and leadership vision, positioning StatusNeo as an employer of choice.

End-to-End Recruitment Process:

- Manage the full recruitment lifecycle for executive hires, including job description creation, candidate sourcing, interviewing, salary negotiation, and offer extension.

- Conduct thorough reference checks, background verification, and candidate assessments.

- Maintain an organized and up-to-date recruitment database, ensuring data integrity and reporting accuracy.

Performance Metrics & Reporting:

- Track key performance metrics such as time-to-fill, cost-per-hire, and quality-of-hire for executive recruitment processes.

- Provide regular reports on the status of leadership hiring, including trends, challenges, and progress on open roles.

Key Skills & Qualifications:

- Experience: Minimum of 7+ years of experience in executive search, leadership hiring, and lateral hiring with a strong focus on senior roles (e.g., Delivery Head, Project Manager, HR Head, etc.).

- Industry Expertise: Previous experience in hiring for leadership roles in a [relevant industry, e.g., technology, consulting, engineering, etc.] is preferred.

- Strong Network: Proven ability to build a network of senior-level candidates and engage passive talent.

- Stakeholder Management: Excellent communication and interpersonal skills, with a demonstrated ability to work closely with senior leadership (CEO/MD/COO) to understand hiring needs and drive the recruitment process.

- Sourcing Expertise: Proficient in using advanced sourcing techniques such as headhunting, LinkedIn Recruiter, job boards, networking, and talent mapping.

- Negotiation Skills: Strong negotiation skills with the ability to manage expectations of both candidates and hiring managers.

- End-to-End Recruitment: Solid experience managing the full recruitment lifecycle, from role definition to offer acceptance, with an ability to drive recruitment processes independently.