Head of Talent Acquisition

Purpose

The Head of Talent Acquisition will lead the global recruitment strategy to attract top-tier local and international talent across key markets (US, UAE, KSA, Canada). The candidate will drive talent acquisition efforts for executive-tier roles, build strong academic and industry partnerships, and position the company as a top employer. Additionally, the role will focus on improving recruitment efficiency, building a robust talent pipeline, enhancing the quality of hires, and ensuring stakeholder satisfaction with streamlined recruitment processes.

Experience & Qualifications:

• Education:
• Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s degree preferred).
• Certifications in talent acquisition or executive recruitment are an advantage (e.g., SHRM-SCP, LinkedIn Certified Professional Recruiter).
• Experience:
• 10+ years of experience in talent acquisition, with significant exposure to international recruitment (US, UAE, KSA, Canada).
• Proven track record in executive recruitment and building pipelines for leadership roles.
• Experience in the tech industry or fast-growing companies with 1,500+ employees is preferred.
• Strong background in employer branding, academic partnerships, and industry linkages.

Areas of Responsibility

Talent Acquisition Leadership:

• Design and execute a global talent acquisition strategy to attract high-quality candidates across all functions and levels, with a focus on senior leadership and technical roles.
• Lead recruitment efforts for new tech departments, ensuring strategic alignment with business needs.
• Drive local and international hiring initiatives, targeting strategic markets (US, UAE, KSA, and Canada).

Recruitment Efficiency & Stakeholder Satisfaction:

• Continuously improve recruitment processes to enhance efficiency, reduce time-to-hire, and meet key hiring KPIs.
• Ensure that the recruitment process is streamlined and that all stakeholders are satisfied with the quality and timeliness of talent acquisition efforts.
• Use data and analytics to measure recruitment success and optimize processes where needed.

Pipeline Development & Hiring Quality:

• Develop long-term strategies to build and maintain a pipeline of high-caliber candidates, especially for executive and leadership roles.
• Ensure continuous improvement in the quality of new hires, aligning recruitment efforts with company culture and strategic goals.

Executive Recruitment:

• Spearhead efforts to recruit executive-tier talent, working with leadership to understand key business requirements.
• Build relationships with global executive search firms and networks to tap into leadership talent pools.

Academic & Industry Partnerships:

• Establish and nurture relationships with academic institutions and industry organizations to create a steady talent pipeline.
• Develop graduate recruitment strategies, internship programs, and collaborations that support the company’s long-term talent needs.

Employer Branding:

• Lead efforts to strengthen the employer brand, making the company a top choice for local and international talent, particularly in the tech sector and for executive roles.
• Work with marketing and communications teams to promote the company’s values, culture, and opportunities to potential candidates.

Diversity & Inclusion (D&I):

• Implement recruitment strategies that promote diversity and inclusion in the workforce.
• Track D&I metrics in hiring, and make necessary adjustments to ensure fair and equitable recruitment practices.

Data-Driven Recruitment:

• Leverage recruitment metrics and analytics to measure the effectiveness of strategies, identify gaps, and make data-driven improvements.
• Provide detailed reports to senior management on hiring trends, challenges, and successes.

Compliance & Policy Management:

• Ensure all recruitment activities comply with local and international employment laws and company policies.
• Update recruitment policies as necessary to meet evolving business and market conditions.

Desired Skills & Knowledge:

• Recruitment Efficiency & Process Improvement:
• Expertise in optimizing recruitment processes, reducing time-to-hire, and ensuring stakeholder satisfaction.
• Ability to develop strategies for recruiting in new technical departments.
• Leadership & Team Management:
• Strong ability to lead, mentor, and develop a high-performing talent acquisition team.
• Pipeline Building:
• Skilled at building and maintaining talent pipelines, especially for executive and leadership positions.
• Employer Branding:
• Experience in strengthening employer brand presence and attracting high-quality candidates.
• Data-Driven Approach:
• Proficient in using recruitment data and analytics to drive decision-making and improve hiring outcomes.
• Diversity & Inclusion:
• Commitment to implementing and promoting inclusive hiring practices.
• Strong Communication & Negotiation:
• Excellent communication skills with the ability to collaborate with senior leadership and external stakeholders.

Why Devsinc:

Innovative Solutions: At the forefront of technological innovation since 2009, delivering high-quality custom services to help businesses build, grow, and revolutionize their operations.

Global Reach: Supporting a diverse client base in over 23 countries with more than 3,000 projects delivered, ensuring a wide range of experiences and learning opportunities.

Passionate Team: Comprising over 2,000 experienced engineers dedicated to delivering the best solutions for our clients.

Customer-Centric Approach: Prioritizing clients’ needs, fostering a culture of transparency, adaptability, and tenacity to meet and exceed customer expectations.

Career Growth: Believing in continuous learning and professional development, providing employees with opportunities to grow their skills and advance their careers.