Roles & Responsibilities

Recruitment delivery

Manage end-to-end recruitment from sourcing and screening through offer, joining and onboarding.

Proactively headhunt experienced Retention and Conversion Sales candidates through LinkedIn, referrals, databases, professional networks and direct approach.

Conduct candidate screening, coordinate interviews with hiring managers, manage offers and negotiations, and follow through to a successful start date.

Build and maintain live talent pipelines for recurring roles so vacancies are filled from a warm pool rather than started from zero.

Team leadership

Manage and guide in-house recruiters, allocate vacancies across the team and set clear priorities.

Monitor recruiter KPIs and hiring targets, and coach the team on sourcing technique, screening quality and candidate handling.

Calibrate with hiring managers so the team screens consistently against an agreed standard.

Reporting and data

Maintain recruitment trackers, talent pipelines and source-effectiveness data.

Build and present monthly recruitment reports to senior management and the executive team — pipeline volume, conversion by stage, source effectiveness, time to fill, cost per hire and month-on-month movement.

Present findings clearly to a numbers-focused audience: lead with the headline figures, show the funnel drop-off, and explain what the data means for hiring decisions.

Flag where rejection patterns point to a role definition, market or offer problem rather than a sourcing one, and recommend the fix.

HR and onboarding support

Support basic HR administration and onboarding documentation.

Coordinate with HR and the PRO on visa, documentation and joining formalities.

Ensure new joiners are properly handed over to their department on day one.