Talent Acquisition and Onboarding Specialist

Key Responsibilities: 

• Own the end-to-end talent acquisition process from requisition intake to offer acceptance.
• Own pre-onboarding & onboarding activities (contracts, background checks, employee documentation administration, employee profile creation, coordination with managers and IT department, first day schedule, etc.).
• Partner with Hiring Managers (HMs) and HRBPs to validate headcount, role purpose, budget, timeline, contract type, location, and hiring constraints.
• Run structured intake meetings (define success profile, must‑have vs. nice‑to‑have skills, interview panel, etc.).
• In cooperation with Hiring Managers draft and standardize inclusive, competency‑based JDs with clear outcomes, leveling, and compensation range (where applicable).
• Ensure correct approval workflows, cost center mapping, create and publish requisitions in the ATS; and recruiter/hiring team assignment.
• Build multi‑channel sourcing strategies (job boards, LinkedIn, referrals, events, alumni, niche communities).
• Develop proactive pipelines for critical roles (e.g., cybersecurity, network engineering) and maintain open talent pools.
• Manage agencies (if used): negotiate terms, brief, calibrate, and track performance.
• Keep candidates informed (status, next steps, timelines); collect candidate's feedback at key touchpoints.
• Facilitate decision debriefs; consolidate feedback and recommend hire/no‑hire with risk/fit summary.
• Deliver offer, negotiate, and close; ensure contingencies (background checks, references, right‑to‑work) are initiated.
• Close the position in the system, manage rejection letters to other candidates.
• Collect personal data and documents securely (bank details, tax forms, IDs) per GDPR and local labor law and open employee profile in the relevant HR system in time to ensure IT access and equipment preparation.
• Schedule pre‑Day‑1 intro mail and info to the new joiner and to Manager, Mentor and other relevant stakeholders .
• Share a personalized welcome message and first day schedule (meetings, training, compliance modules).
• Send an all-unit announcement.
• Train Hiring Managers and interviewers (structured interviewing, anti‑bias, legal do’s/don’ts).
• Partner with Marketing for employer branding campaigns.
• Ensure data accuracy and GDPR compliance in ATS and sourcing channels (consent, retention, deletion rules).
• Continuous improvement of the Talent acquisition and Onboarding process.