Senior Talent Acquisition Specialist

Senior Talent & Capacity Planning Specialist

Role

The Senior Talent Acquisition Specialist (Senior TAS) is responsible for the

recruitment of their defined scope of profiles in collaboration with the

business teams. They are able to execute all aspects of the function

autonomously and to provide coaching and training to Talent Acquisition

Specialists & Sourcing Specialists on the day to day recruitment tasks. The

Senior TAS has a key role in the sharing recruitment skills in the

onboarding of the TAS workforce.

Responsibilities:

Capacity Planning & Talent Acquisition:

Coordinate with senior technical leaders and recruitment teams to execute hiring campaigns aligned with current and future technical project requirements.

These tasks focus on forecasting talent requirements, understanding client needs, and ensuring resources are allocated efficiently.

Understanding Profile of Engineer and IT Consultant

• Collaborate closely with technical teams to anticipate talent needs based on the client’s project pipeline, ensuring alignment with future skill sets.
• Analyse project requirements to estimate workforce demand, ensuring a balanced mix of engineering and IT consultants to meet short-term and long-term needs.

Drive Recruitment Efforts and Build Future-Ready Workforce

• Strategically plan workforce capacity for tech practice clients, accounting for both current and future demands.
• Use digital platforms and data analytics to predict recruitment trends, enabling proactive hiring to meet anticipated projects and objectives.

Headhunting and Mapping Candidates to Open Positions

• Maintain a pool of candidates and regularly update forecasts of hiring needs, ensuring that the headhunting process is aligned with current and upcoming demand.

Draft, Post Job Ads, and Manage Applications

• Proactively manage job ads and applications based on current capacity needs, dynamically adjusting the recruitment pipeline as projects scale or shift.

Provide Weekly and Monthly Reports

• Regularly provide reports to management on recruitment progress versus capacity targets, using data-driven insights to adjust planning.

Lead Hiring Campaigns

• Design, develop, and execute large-scale hiring campaigns to attract top engineering and IT talent, leveraging innovative recruitment strategies, including social media outreach, digital advertising, and employee referral programs.
• Use historical data on hiring success rates to design campaigns that meet projected workforce needs, scaling efforts based on projected demand and capacity requirements.
• Organise and lead recruitment events (virtual and in-person), such as, career fairs, and open house events, to attract highly skilled engineers and IT professionals from diverse backgrounds.
• Collaborate with marketing and design teams to create compelling content (videos, blog posts, infographics) that showcases company culture, project opportunities, and career paths to boost employer brand and attract talent.

Integration of Capacity Planning and Collaborative Working

• Ensure that technical forecasting and talent pipeline development are in sync, enabling proactive hiring that aligns with both immediate project needs and long-term technical strategies.
• Leverage collaborative feedback loops with technical teams to refine recruitment efforts and keep up with changes in the company’s technical direction, especially in rapidly evolving sectors like IT and engineering.
• Work closely with technical leaders to co-create precise and technically accurate job descriptions, ensuring alignment with the required skills, qualifications, and project-specific needs.
• Incorporate feedback from these sessions to tailor roles that attract top talent, while reflecting the company’s evolving technical landscape and goals.

Experience

• Minimum of 5 years in professional staffing/ Talent Acquisition/ Capacity Planning
• Proven experience in leading full-cycle recruitment processes for technical roles, with a focus on engineering and IT consulting positions.
• Demonstrated expertise in designing and executing large-scale hiring campaigns using alternative recruitment methods, such as social media, digital platforms, and in-person events.
• Strong experience in workforce capacity planning, collaborating with senior technical leaders, and utilising data-driven approaches to forecast talent needs and align recruitment strategies accordingly.

Reporting Lines & Stakeholder

Internal:

• Reporting Directly to: Head of Talent Acquisition
• Dotted Line (Tech Ops): Head of Technical Operations & Technical Director
• Dotted Line (Business Management: Head of Consulting

Stakeholders:

• Head of Country
• HRBP