Talent Acquisition Officer

International Recruitment | Headhunting | Talent Sourcing Are you the recruiter who doesn’t wait for great candidates to apply? Do you know how to find exceptional talent hiding in plain sight, build relationships with passive candidates, and turn a LinkedIn profile into a conversation? Then we want to hear from you! You’ll ideally have: Matric HR Diploma or Bachelor’s degree (BSocSci, BA Industrial/Organisational Psychology, or BBA with HR preferred) 3–5+ years' recruitment / talent acquisition experience International recruitment experience – essential Strong headhunting and passive candidate sourcing skills Hands-on experience with LinkedIn, PNet, Facebook and other sourcing platforms Exceptional written and verbal communication skills The ability to write job adverts that make people want to apply Confidence engaging with candidates at all levels A creative, proactive and target-driven approach Excellent organisational and relationship-building skills What you’ll be doing Group & Subsidiary Recruitment Work within the Group’s recruitment model, supporting multiple subsidiaries and business units. Maintain a central talent database and shared candidate pipelines across the Group. Follow consistent recruitment processes, standards and reporting requirements while meeting local business needs. Act as the main recruitment contact for subsidiary and local leadership. Identify suitable opportunities for internal promotions and mobility. End-to-End Recruitment Manage the full recruitment process from receiving a vacancy through to offer acceptance and handover to HR for onboarding. Manage multiple vacancies at the same time and ensure progress against agreed timelines. Understand hiring requirements and develop appropriate sourcing strategies. Screen candidates, coordinate interviews and assessments, and conduct reference checks. Provide hiring managers with clear and structured candidate information to support decision-making. Manage offers and maintain regular communication with candidates. Keep hiring managers and stakeholders informed throughout the recruitment process. Prioritise vacancies and regularly review progress against open roles. Maintain accurate recruitment records, candidate information and system data. Direct Sourcing & Talent Pipelines Source candidates through direct searches, internal databases, referrals, LinkedIn and targeted outreach. Build and maintain talent pipelines for both current and future vacancies. Prioritise internal talent, referrals and Group talent pools before using external sourcing. Reduce the need for recruitment agencies through proactive sourcing and strong talent pipelines. Keep recruitment trackers, ATS information and role allocations up to date. Recruitment Technology & Processes Effectively use ATS systems, LinkedIn Recruiter, job boards, assessment tools and reporting platforms. Follow agreed recruitment workflows and processes. Identify and support improvements to recruitment processes and ways of working. KPIs & Risk Management Take ownership of agreed recruitment KPIs, including Time to Fill. Remain accountable for recruitment outcomes, including quality of hire, pipeline strength, stakeholder satisfaction, recruitment costs and retention. Identify potential recruitment delays or risks early and take action to resolve them. Escalate significant risks with clear recommendations and mitigation plans. Reporting & Administration Maintain accurate daily, weekly and monthly recruitment reports. Keep recruitment files and systems complete, accurate and up to date. Ensure candidate documentation, approvals and recruitment records are properly stored. Maintain confidentiality and comply with data protection and governance requirements. Stakeholder Engagement & Organisation Communicate clearly and professionally with candidates, hiring managers and other stakeholders. Manage stakeholder expectations and provide regular updates. Stay organised across multiple vacancies, deadlines and priorities. Ensure strong follow-through from vacancy intake through to successful placement. Balance speed, quality and accuracy in a fast-paced in-house recruitment environment.