Talent Sourcing Specialist
Marc Ellis
Total years of experience :4 years, 10 Months
Responsible for full life cycle recruiting, including sourcing, interviewing, qualifying and
placement of a full range of IT candidates for contract, contract to perm and directhire
positions. • Defining job descriptions and short-listing candidates based on the requirement, technology, skillset, experience, and education. • Collaborating with hiring managers to understand their hiring needs and goals. • Leverage multiple sourcing strategies and channels including external network, job boards, and internal referrals to provide high-quality candidates for open positions. • Working extensively in ATS Ceipal, to source and harvest profiles, update records and
submit deserving candidates to the clients. • Responsible for the first-round telephonic screening of the profiles and communicating with all
candidates on a regular basis and arranging & conducting interviews. • Screening resumes, interviewing qualified candidates, evaluating skill level, managing offer
process, reference checks, and making salary recommendations. • Follow-up with the shortlisted candidates • Work Experience with Employee engagement on the new hires and handling grievances • Leading a Team of 2 Junior Recruiting resource and 2 Sourcing Resource
• Taking care of Internal Audits and checking if the compliance or process is being followed by the team .
• Work closely with Hiring Managers to develop position profile and to understand overall needs and
requirements. (Description, salary, timing, expectations, etc) • Create a comprehensive job description based on hiring manager specifications to be used to present to
candidates and to post to job boards and internal gateways. • Work with Sourcing Analyst to develop appropriate sourcing strategies for each role. • Educate client on the recruiting process and the roles involved in the process • With use of Enterprise applicant tracking technology and innovative recruiting tools, review and select
candidates to move forward from the slate presented by sourcing efforts, determine and instruct next
course of action. • Develop and Manage strong consultative relationships with hiring managers and candidates. • Solicit and document hiring manager and candidate feedback throughout the interview process. • Disposition all candidates personally contacted in recruiting cycle (phone screen or higher manager
interview