Recruiter

Overview

• The RecruiterInternal & External Talent is responsible for executing full-cycle recruitment activities across CRTS Global, supporting both internal mobility initiatives and external talent acquisition. This role partners closely with hiring managers and HR leadership to attract, assess, and hire high-quality talent aligned with business needs, while ensuring a positive experience for candidates and hiring managers.
• Establish a strategic workforce planningcapability that shifts the organizationfrom reactive, requisition-driven hiringto a proactive and forward-lookingmodel leveraging recruitment KPIs,labor market insights, and structuredstaffing agency partnerships to forecasttalentneeds, manage external pipelines,and improve hiring predictability.
• Execute end-to-end recruitmentprocesses for internal and externaltalent aligned with business priorities.
• Build strong partnerships with hiringmanagers to understand workforceneeds and deliver timely, high-qualityhires.
• Act as a brand ambassador for CRTSGlobal in the external labor market.
• Contribute to the continuousimprovement of recruitment and talentprocesses globally.
• Ensure professional, consistent, and timelycandidate experience throughout the hiringprocess.
• Recruitment and Sourcing (primary focus):
• Own and maintain the Recruiting Trackerand Recruitment KPI Dashboard, ensuringdata accuracy, completeness, and weeklyupdates to support reporting and decision-making.
• Provide weekly analysis and reporting ofrecruitment KPIs, highlighting trends, risks,and improvement opportunities for HRleadership and stakeholders.
• Manage the full recruitment lifecycle,including job intake, postings, sourcing,screening, interview coordination,reference checks, and offer support.
• Partner with hiring managers to define jobrequirements, success profiles, andselection criteria.
• Lead structured requisition intakediscussions to validate role scope, urgency,budget alignment, and hiring prioritiesbefore launching searches.
• Monitor hiring manager responsivenessand escalate delays or decision bottlenecksimpacting recruitment KPIs to HRleadership.
• Source candidates through multiplechannels, including job boards, LinkedIn,social media, employee referrals,professional networks, and industry events.
• Coordinate offer development and deliveryin partnership with HR leadership, ensuringalignment with compensation guidelinesand timely candidate acceptance.
• Ensure a smooth transition from offeracceptance to onboarding handoff withoutowning post-offer onboarding activities.
• Support internal recruitment and internalmobility efforts, including promotion andlateral move processes.
• Serve as the primary point of contact (PoC)for recruiting agencies in the Middle Eastand Asia, ensuring alignment with hiringneeds and cost controls.