Talent Acquisition Specialist

at  Zenitech

REQUIREMENTS

• Proven experience as a Talent Sourcer, Recruiter, or similar role in IT/tech recruitment.
• Strong familiarity with technical roles (e.g., Software Engineer, QA, DevOps, Data Scientist) and related skills/tools (e.g., programming languages, databases).
• Hands-on experience with various sourcing tools and advanced sourcing techniques like Boolean and X-ray.
• Ability to experiment, and use not only creative but data-based strategic candidate headhunting.
• Excellent communication in Hungarian and English languages.
• Experience working with ATS.
• Data analytics (candidate/job & performance metrics).
• Identify challenges in the talent acquisition sourcing process and propose creative, scalable solutions.

ABOUT US

Zenitech is a leading technology solutions provider dedicated to reshaping the global digital landscape. Headquartered in the UK, Zenitech operates internationally, with offices in Lithuania, Romania, and Hungary.
We use a bespoke approach depending upon where the client is on their digital journey, comprising a combination of access to dedicated R&D labs, technology implementation advice, and specialist nearshore development talent. As an international community of individuals who are open to learn from each other, we collectively define and input into the digital future of the clients’ businesses.

ABOUT THE ROLE

By joining Zenitech as a Talent Sourcer, you will play a key role in supporting our international Talent Acquisition team in identifying and attracting skilled talent. You will collaborate closely with Recruiters, Competency Center Managers, Customer Success Managers, and our technology experts to maintain active pipelines of IT professionals.

WHAT YOU WILL DO

• Collaborate with recruiters and managers to analyse role requirements, ensuring a deep understanding of technical skills & personal qualities for each client and role.
• Assist in defining sourcing strategies tailored to specific roles based on market trends and business priorities.
• Utilise diverse sourcing channels (e.g., LinkedIn, GitHub, Stack Overflow, job boards, and social media) to identify qualified IT professionals.
• Build and maintain a database of potential candidates.
• Conduct initial assessments to determine candidate suitability for technical roles.
• Provide feedback to hiring teams strategising your candidate pipeline.
• Act as a brand ambassador to promote the company culture and values during candidate interactions.
• Stay updated on industry trends, salary benchmarks, and the competitive landscape within the IT sector and Hungarian market.
• Track and report on sourcing metrics (response rate, talent pools, pipeline stages, job metrics and candidate funnel).