Recruitment

• Talent sourcing and attraction: perform active talent sourcing across multiple platforms and social networks, building a pipeline of qualified candidates for future opportunities and strategic roles.
• Conducting interviews: carry out competency-based interviews, both individual and group, to assess candidates' technical and behavioral profiles, aligning them with role requirements and company culture.
• Job requisition management: manage the full lifecycle of vacancies, from opening to closure, ensuring agility and quality throughout the selection process.
• Candidate profiling: conduct in-depth analysis of candidate profiles using psychometric and behavioral assessments and evaluation tools to identify cultural fit and required competencies.
• Stakeholder communication: act as a partner to hiring managers, understanding area needs and providing specialized recruitment and selection consultancy.
• Recruitment and selection (R&S) metrics: monitor and analyze recruitment and selection KPIs such as time-to-fill, cost-per-hire and quality of hires, using People Analytics tools.
• Employer branding development: collaborate in building and strengthening the employer brand, contributing to content creation for social media and recruitment events.
• Culture and engagement analysis: conduct employee climate surveys, interpret collected data and propose action plans to foster a positive, engaging work environment, using statistical analysis and data visualization tools to identify trends and areas for improvement.
• Onboarding and integration: manage onboarding of new employees and monitor their integration journey.

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