Role Overview: · The Talent Acquisition Recruiter is a strategic partner responsible for attracting, engaging, and hiring top talent across Client. · This role partners closely with business leaders and HR teams to deliver proactive talent strategies, provide market insights, and ensure an exceptional candidate experience. Key Responsibilities: · Talent Acquisition · Manage full-cycle recruiting for professional, technical, and leadership positions. · Develop sourcing strategies to attract active and passive talent. · Build talent pipelines for critical and hard-to-fill roles. · Lead candidate screening, interviewing, offer negotiation, and hiring processes. · Stakeholder Partnership · Partner with hiring managers and HR to understand workforce needs and hiring priorities. · Provide market intelligence, talent insights, and recruiting best practices. · Influence hiring decisions through data and talent market expertise. · Candidate Experience & Employer Brand · Deliver a positive, inclusive, and candidate-focused recruitment experience. · Promote Client's culture, values, and career opportunities. · Support employer branding and talent attraction initiatives. Analytics & Compliance: · Maintain compliance with employment regulations and company policies. · Monitor recruiting metrics, pipeline health, and sourcing effectiveness. · Drive continuous improvement through data and process optimization. Qualifications: · Bachelor's degree in Human Resources, Business, or related field. · 5+ years of full-cycle recruiting experience in a corporate, agency, or hybrid environment. · Strong experience sourcing passive talent using LinkedIn Recruiter, ATS, CRM, and other talent intelligence tools. · Proven ability to manage multiple requisitions and stakeholders. · Strong consultative, communication, and relationship-building skills. · Experience using recruiting metrics and market data to influence hiring strategies. · Preferred experience recruiting for engineering, technology, manufacturing, or industrial roles. Key Competencies: · Strategic Recruiting · Talent Sourcing & Market Intelligence · Stakeholder Management · Workforce Planning · Data-Driven Decision Making · Employer Branding · Candidate Experience · Project Management · Diversity & Inclusive Hiring · Influence & Negotiation
Our initial journey in 1997 at Performix was all about creating applications to bring clean data into data warehouses. This allowed our clients to have reliable data to report from.
In 2000 we started participating in the delivery of the data via web application/web portals. Also we started working on delivering data on smaller Mobile devices (Palm OS/Windows Mobile at the time)
Starting in 2007, with the advent of Apple App Store and then the Google Play Store — our Mobile Application development journey got a big boost; soon Android was available to build comparable Mobile Apps. We built applications cross industry including: Engineering, Manufacturing, Health-care, Government, Retail, and Non Profit.
Our application development moved to the Cloud with the benefits of Cloud development over physical servers. We assisted our clients with their Cloud Strategy and development.
Also, visualization of data played a big role – we built many custom-based solutions – our first visualization solution was built in 2004 using Google Earth and now has evolved to Tableau/Qlikview solutions.
All along our mindset has been solution oriented for our client and not the end user. We always looked for the most optimal and viable solution for our clients in their use of data.
