AVP- Technology Recruitment

Role overview

Recruitment planning and delivery

• Clarify approved workforce requirements, role specifications, priorities, and timelines with Technology hiring managers and HR Business Partners.
• Manage recruitment from intake, sourcing, and screening through interviews, selection, offers, and joining follow-up.
• Develop plans and sourcing strategies for regular, niche, critical, and leadership Technology roles.
• Track vacancies, ageing, candidate pipelines, interview progress, feedback, offers, and joining risks; escalate delays and bottlenecks.
• Maintain candidate pipelines and backup options for priority roles and work within agreed service levels and approved processes.

Sourcing and candidate management

• Use direct sourcing, employee referrals, internal mobility, recruitment platforms, market mapping, and approved recruitment agencies.
• Build talent pipelines for recurring and anticipated Technology skills.
• Screen candidates against approved job descriptions, competencies, experience, motivation, availability, and compensation expectations.
• Share shortlisted profiles and screening observations with hiring managers.
• Provide timely, professional candidate communication while protecting candidate confidentiality and personal information.

Stakeholder and market management

• Build working relationships with Technology leaders, hiring managers, HR Business Partners, and internal support teams.
• Run structured intake discussions to clarify role scope, essential criteria, assessments, interview panels, and timelines.
• Provide updates on pipeline strength, progress, ageing, risks, decisions needed, and corrective actions.
• Share talent-market intelligence on skill availability, candidate expectations, and sourcing challenges.
• Coordinate recruitment governance reviews and manage recruitment concerns and escalations.

Interview and selection

• Coordinate interview panels and assessment criteria with hiring teams.
• Schedule interviews and follow up on interview feedback and selection decisions.
• Promote structured assessment against approved role requirements.
• Monitor interview-to-selection conversion and identify recurring causes of rejection, withdrawal, or delay.
• The source description is truncated while describing recording of selection decisions and supporting feedback.

Requirements

• The role is responsible for managing and delivering end-to-end recruitment for Technology functions.
• Ability to partner with business leaders, hiring managers, HR Business Partners, and other stakeholders on workforce requirements and hiring priorities.
• Ability to lead the Technology Recruitment team and monitor hiring performance.
• Ability to manage recruitment partners and support recruitment governance and approved processes.