Senior IT Recruiter

I. Direct Sourcing & Passive Talent Engagement (30%)

- Use headhunting and direct sourcing techniques to engage with the passive talent to create a healthy pipeline of highly suitable candidates for your portfolio of vacancies;

- Develop and maintain Nexus' collective talent network on multiple channels in a variety of ways;



II. Interviewing & Selection (20%)

- Steward candidates through the interview and selection process providing a high level of candidate experience (relationship management and feedback in particular);

- Lead the full-cycle recruitment of technical roles of Nexus FrontierTech in Vietnam, from headcount request to the 1st day welcome at the office;

- Join interview sessions to support hiring managers in making informed and balanced hiring decisions;



III. Outreach & Employer Branding (20%)

- Collaborate with the HR Team on employer branding activities, creating and maintaining a network of potential candidates, previously unsuccessful candidates, search partners, etc. through various activities (such as event attendance, social media use, thought leadership activities);

- Craft, organize, and monitor employer branding projects in order to attract a high volume of suitable candidates;

- Advertise your vacancy portfolios in appropriate media with support from the Talent Acquisition Executive EB - Team, referring all costs to the HR Manager (Vietnam) and Global People Director;

- Always conduct yourself as an ambassador of the company and maintain up-to-date knowledge of Nexus's business;

- Train and nurture hiring managers to act as employer brand ambassadors in their roles to generate interest and potential pipeline;



IV. Campaign Planning & Assessment Design (10%)

- Under the direction of the HR Manager (Vietnam) and Global People Director, formulate recruitment campaign plans that are appropriate to the roles required;

- Collaborate with hiring managers and the HR Manager (Vietnam), create the assessment and the selection methods by targeting the specific skills and attributes candidates need to be successful in the role;



V. Management Reporting (10%)

- Track all candidate interactions using Team Tailor (ATS);

- Track engagement activity and return on investment for advertising costs, producing an impact analysis;

- Deliver reports (periodic or on-request) to the HR Manager (Vietnam) and the Global People Director about progress and result;



VI. Resourcing & Role Design (5%)

- Collaborate with colleagues in the Resourcing Group in their workforce planning efforts to identify roles for employee and freelance contractor hire;

- Collaborate and support the HR Manager (Vietnam) or Global People Director or global HR Managers, along with hiring managers on the design of new roles - and revisions of existing roles;



Other (5%)

- Direct, mentor and supervise the Talent Acquisition Executive concerning their role in the recruitment process;

- Other recruiting roles in other functions and disciplines;

- Other duties in the sphere of recruitment, candidate, or onboarding experience as directed by the HR Manager or Global People Director;