Responsibilities:

Sourcing And Pipeline Development

• Build and maintain strong, diverse candidate pipelines using multiple sourcing channels, including job boards, referrals, and professional networks.
  
• Proactively identify and engage passive candidates, nurturing relationships to keep them warm and interested in CloudFactory.
  
• Maintain accurate, up-to-date candidate records in the ATS.
  

Screening And Assessment

• Independently screen and assess candidates against role requirements, conducting structured interviews and evaluations.
  
• Document screening outcomes clearly and provide well-reasoned recommendations to hiring managers.
  
• Apply consistent, fair assessment methods across every stage of the hiring process.
  

Hiring Manager And Stakeholder Support

• Manage relationships with hiring managers and key stakeholders throughout the recruitment lifecycle, proactively identifying and addressing their needs.
  
• Advise hiring managers on realistic timelines, market conditions, and role requirements.
  
• Escalate complex or sensitive recruitment issues to senior Talent Acquisition team members when needed.
  

Candidate Experience

• Own the candidate experience from first contact through offer, ensuring clear and timely communication at every stage.
  
• Coordinate interviews and manage candidate logistics.
  
• Respond to candidate questions and concerns promptly and professionally.
  

Talent Marketing And Employer Branding

• Create and share content that showcases CloudFactory's employer brand across social and professional channels.
  
• Support talent marketing campaigns and recruitment events to attract candidates.
  

Market Research And Insights

• Conduct market research on talent availability, compensation benchmarks, and hiring trends relevant to open roles.
  
• Use market insights to inform sourcing strategy and set realistic expectations with hiring managers.
  

ATS And Data Management

• Manage requisitions, candidate pipelines, and reporting in the ATS with a high level of proficiency.
  
• Maintain accurate, complete, and compliant recruitment data.
  
• Help identify and correct data quality issues.
  

Reporting And Metrics

• Generate and analyze recruitment metrics, such as time-to-fill, pipeline health, and cost-per-hire, to track progress against hiring goals.
  
• Present findings clearly to hiring managers and the Global Talent team.
  

Offer Management And Negotiation

• Extend and negotiate job offers, handling candidate questions and objections professionally.
  
• Ensure offers align with internal equity and market benchmarks, escalating complex negotiations as needed.
  

Compliance And Process Improvement

• Apply CloudFactory's recruitment policies and procedures consistently, ensuring compliance with relevant regulations.
  
• Contribute to the continuous improvement of recruitment processes and tools.
  

Requirements

Must-have skills

• Full-cycle recruitment experience: proven ability to independently manage sourcing, screening, interviewing, and offer stages for assigned roles.
  
• Sourcing skills: skilled in using multiple sourcing channels and platforms to build strong, diverse candidate pipelines, including proactive outreach to passive candidates.
  
• ATS proficiency: strong working knowledge of Applicant Tracking Systems, able to manage requisitions, candidate pipelines, and reporting independently.
  
• Stakeholder management: able to build and manage relationships with hiring managers, providing guidance on process, market conditions, and role requirements.
  
• Communication skills: excellent written and verbal communication, comfortable engaging candidates, hiring managers, and cross-functional partners.
  
• Analytical skills: able to interpret recruitment data and metrics, such as time-to-fill, pipeline conversion, and cost-per-hire, to identify trends and improve outcomes.
  
• Negotiation skills: able to manage job offer discussions and resolve candidate objections independently, escalating complex negotiations when needed.
  
• Multitasking and prioritization: able to manage multiple open requisitions simultaneously, prioritizing based on urgency and business impact.
  
• Problem-solving: able to identify bottlenecks in the recruitment process and propose practical solutions, escalating complex issues appropriately.
  

Academic and Professional Requirements

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.
  
• 3–5 years of experience in talent acquisition or recruitment, including full-cycle ownership of mid-level hiring.