HR Manager for Talent Sourcing
Budget: $15 – $25 USD
My company is expanding quickly and I need an experienced HR Manager who can dedicate most of their time to talent sourcing. You will build and maintain a steady pipeline of qualified candidates for our entry-level and mid-level positions, then guide each successful hire through a smooth onboarding process and handle light HR administration once they are on board.
Talent Sourcing Focus
• Actively hunt for candidates on leading online job boards, across social-media networks (e.g., LinkedIn Recruiter, Facebook Groups, niche forums), and through vetted recruitment agencies we already work with or ones you recommend.
• Keep our ATS organised, tagging, ranking, and moving applicants swiftly through each stage.
• Present weekly shortlists with a concise summary of fit, salary expectations, and availability.
Onboarding & Administration
Once an offer is accepted, you will:
• Issue contracts, collect documents, and schedule orientation sessions.
• Coordinate with IT and facilities to ensure Day-1 readiness.
• Maintain digital personnel files, update policy acknowledgements, and track probation reviews.
Success Criteria
1. A minimum of three qualified candidates per open role delivered each week.
2. Time-to-hire for entry-level roles kept under 21 days and mid-level roles under 30 days.
3. Zero onboarding delays caused by missing paperwork or access.
If you have a proven record of filling roles quickly through these sourcing channels and can back it up with metrics, let’s talk.
Talent Sourcing Focus
• Actively hunt for candidates on leading online job boards, across social-media networks (e.g., LinkedIn Recruiter, Facebook Groups, niche forums), and through vetted recruitment agencies we already work with or ones you recommend.
• Keep our ATS organised, tagging, ranking, and moving applicants swiftly through each stage.
• Present weekly shortlists with a concise summary of fit, salary expectations, and availability.
Onboarding & Administration
Once an offer is accepted, you will:
• Issue contracts, collect documents, and schedule orientation sessions.
• Coordinate with IT and facilities to ensure Day-1 readiness.
• Maintain digital personnel files, update policy acknowledgements, and track probation reviews.
Success Criteria
1. A minimum of three qualified candidates per open role delivered each week.
2. Time-to-hire for entry-level roles kept under 21 days and mid-level roles under 30 days.
3. Zero onboarding delays caused by missing paperwork or access.
If you have a proven record of filling roles quickly through these sourcing channels and can back it up with metrics, let’s talk.