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Open nowFirst seen 5 days ago

Talent Acquisition Officer

KMC Solutions Inc1,596 open roles

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Your applicationOpen nowTalent Acquisition OfficerKMC Solutions Inc

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on KMC Solutions Inc's own form.

The reply lands in your private mailbox

3×more interviews than doing it yourself with ChatGPT.

The clock on this job

Early applications get read.

12.3% of postings close within 7 days. Measured by our own scanner across the market. KMC Solutions Inc postings stay open a median of 1 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.5%3 days
  3. 12.3%7 days
  4. 19.3%14 days
  5. 35.6%30 days
  6. 58.1%60 days
This job: first seen 5 days ago

KMC Solutions Inc median: 1 days open

The posting

Make your next big career move by applying as KMC Solutions' next TALENT ACQUISITION OFFICER!

Talent Acquisition Officer supports corporate and executive hiring by executing structured recruitment processes to ensure critical roles are filled with high-caliber talent in a timely manner. They manage the end-to-end recruitment cycle for both corporate functions and leadership positions, contribute to targeted sourcing and hiring strategies aligned with business objectives, and ensure adherence to established processes and standards. The role also involves partnering closely with senior stakeholders, providing data-driven and market insights, and delivering a seamless, high-touch candidate experience appropriate for executive-level talent.

The main responsibilities of a TALENT ACQUISITION OFFICER include:

  • Communication: Excellent English (verbal and written) communication skills
  • Candidate Profiling: Analyzing resumes and applications to shortlist candidates effectively.
  • Interview Techniques: Conducting thorough interviews to evaluate candidates' skills, experience, and cultural fit.
  • Candidate Management: Ensuring a positive candidate experience from initial contact through onboarding.
  • Time Management: Ability to handle multiple open positions and manage the recruitment process efficiently.
  • Detail-Oriented: Ensuring accuracy in job descriptions, candidate information, and application processes.
  • Role-Specific Knowledge: Understanding the specific requirements and qualifications for roles within the industry.
  • Technical Understanding: Having a foundational knowledge of technical terms, tools, and processes relevant to the roles being recruited.
  • Continuous Learning: Staying updated with the latest technological advancements and trends in the industry to understand technical job requirements better.
  • Client Management: Ability to establish and maintain positive relationships with clients, hiring managers, and other stakeholders.
  • Organizational Skills:Ability to handle multiple open positions and manage the recruitment process efficiently. Ensuring accuracy in job descriptions, candidate information, and application processes.
  • Offer Negotiation: Ability to negotiate offers and manage counteroffers effectively.
  • Conflict Resolution: Addressing disputes and concerns between candidates and hiring managers professionally.
  • Problem Solving: Understanding and addressing the needs and concerns of candidates and clients.
  • Critical Thinking: Making informed decisions about candidate selection and recruitment strategies.
  • Adaptability: Ability to adjust strategies based on changing hiring needs and market conditions.
  • Planning and Coordination: Managing the end-to-end recruitment activities and coordinating between different parties.
  • Continuous Improvement and Innovation: Recommending potential innovations to streamline recruitment workflows and enhance efficiency.

To apply, you must be an expert on the following requirements:

  • Graduate of a bachelor's degree or equivalent
  • 4–6 years of solid experience in end-to-end recruitment
  • Proven experience in corporate and executive hiring, including headhunting and market mapping for leadership roles
  • Exposure to recruiting for foreign clients or hiring managers
  • Experience handling hiring requirements for multiple clients simultaneously
  • Demonstrated track record in recruiting both technical and non-technical roles for foreign clients/hiring managers
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