Global Talent Acquisition Executive

1. Role Summary

The Global Talent Acquisition Executive is responsible for identifying, attracting, and hiring top-tier talent across various international regions to support AVASO's rapid growth. This role contributes to the business by ensuring the organization is equipped with high-performing individuals who align with our global strategic objectives and company culture.

2. Key Responsibilities

• Execute full-lifecycle recruitment processes, including sourcing, screening, and interviewing candidates for diverse global positions.
• Manage candidate pipelines through various channels (LinkedIn, job boards, referrals) to ensure a steady flow of qualified talent.
• Coordinate and schedule interviews across different time zones, ensuring a seamless experience for both candidates and interviewers.
• Maintain accurate and up-to-date candidate records within the Applicant Tracking System (ATS) to ensure data integrity.
• Act as a brand ambassador for AVASO, communicating the company's value proposition effectively to external prospects.
• Monitor recruitment metrics to track the effectiveness of sourcing channels and time-to-hire.
• Assist in the preparation and delivery of offer letters and pre-boarding documentation.
• Assess applicants' relevant knowledge, skills, experience, and cultural fit.
• Act as a liaison and build influential relationships with candidates throughout the selection process.

3. Required Skills

• Proficiency in Boolean searching, social media sourcing, and data management.
• Understanding of global recruitment best practices and labor market trends

4. Tools / Systems / Technical Knowledge

• Hands-on experience with Applicant Tracking Systems (ATS).
• Advanced proficiency in LinkedIn Recruiter and other professional networking platforms.
• Strong command of Microsoft Office Suite (Excel, Word, Teams).

5. Decision-Making Authority

• Initial screening and shortlisting of candidates for hiring manager review.
• Recommends process improvements for the candidate experience and sourcing methods.

6. Problem-Solving Complexity

• Handles moderate tasks such as managing conflicting interview schedules and navigating niche talent markets.
• Expected to show innovation in finding passive candidates for "hard-to-fill" technical roles.

7. Stakeholder Management 

• Frequent interaction with Hiring Managers, the Global People & Culture team, and external candidates.
• Non-client facing, with a heavy focus on internal partnership.
• Primarily influences peers and cross-functional hiring teams.

8. Education & Certification Requirements

• Bachelor’s degree in human resources, Business Administration, or a related field.
• HR certification (e.g., SHRM-CP, PHR or any other). (optional)

9. Experience Requirements

• 1–3 years of experience in recruitment or talent acquisition.
• Prior experience in a global or fast-paced corporate environment is highly preferred.