Torchora
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Key Responsibilities and Required Skills for a Recruitment Partner

💰 $75,000 - $120,000

Human ResourcesTalent AcquisitionRecruiting

🎯 Role Definition

A Recruitment Partner is a strategic talent professional who acts as a trusted advisor and consultant to specific business units or departments. Moving beyond transactional recruiting, this role is deeply embedded within the business, understanding its long-term goals to proactively build talent pipelines and drive hiring strategy. The Recruitment Partner manages the entire recruitment lifecycle, from role inception to offer acceptance, ensuring an exceptional experience for both candidates and hiring managers. They are the architects of the teams they support, using data, market intelligence, and relationship-building to attract and secure top-tier talent that aligns with the company's culture and objectives.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Recruiter / Talent Acquisition Specialist
  • Technical Sourcer
  • HR Generalist with a focus on recruiting

Advancement To:

  • Senior Recruitment Partner or Lead Recruitment Partner
  • Recruiting Manager / Talent Acquisition Manager
  • Head of Talent Acquisition

Lateral Moves:

  • HR Business Partner (HRBP)
  • Employer Branding Manager
  • Talent Operations or Program Manager

Core Responsibilities

Primary Functions

  • Partner with hiring managers and leadership to deeply understand their hiring needs, team dynamics, and the technical or functional requirements of their open roles.
  • Develop and execute comprehensive, multi-channel sourcing strategies to build a robust pipeline of diverse, high-quality candidates for current and future openings.
  • Manage the full-cycle recruitment process, including creating compelling job descriptions, posting roles, sourcing passive talent, screening resumes, and conducting initial interviews.
  • Act as a strategic consultant to the business, providing insights on market trends, salary benchmarks, and competitive intelligence to inform and influence hiring decisions.
  • Champion an outstanding candidate experience from the first point of contact to final disposition, ensuring timely communication, transparency, and a professional process for all applicants.
  • Conduct in-depth behavioral and competency-based interviews to assess candidate qualifications, motivation, and cultural alignment with the organization.
  • Guide and coach hiring managers on effective interviewing techniques, unconscious bias mitigation, and best practices for candidate evaluation and selection.
  • Manage the offer process, including collaborating with compensation partners, extending offers, and negotiating terms to successfully close top candidates.
  • Build and maintain strong relationships with passive candidates and industry professionals to create a network of talent for future needs.
  • Utilize the Applicant Tracking System (ATS) to meticulously track candidate progress, maintain data integrity, and generate insightful reports for stakeholders.
  • Drive diversity and inclusion initiatives throughout the recruitment process, actively sourcing from underrepresented groups and ensuring an equitable and fair evaluation process.
  • Develop creative and effective talent acquisition strategies for hard-to-fill roles, thinking outside the box to find and attract niche talent.
  • Collaborate with the broader HR team on projects related to employer branding, onboarding, and talent management to create a seamless employee journey.
  • Represent the company at career fairs, industry conferences, and networking events to promote the employer brand and attract potential candidates.
  • Regularly report on key recruitment metrics such as time-to-fill, cost-per-hire, source-of-hire, and candidate pipeline health to measure effectiveness and identify areas for improvement.
  • Lead and facilitate debrief sessions with interview panels to ensure a structured and consistent approach to candidate feedback and decision-making.
  • Serve as the primary point of contact and brand ambassador for candidates, articulating the company's vision, culture, and value proposition.
  • Proactively identify and implement process improvements to enhance the efficiency and effectiveness of the talent acquisition function.
  • Partner with finance and business leaders on workforce planning and headcount forecasting to align recruitment activities with long-term business strategy.
  • Build talent maps and organizational charts of competitor companies to identify and engage high-potential individuals in the market.

Secondary Functions

  • Support ad-hoc data requests and exploratory data analysis to provide deeper insights into recruitment trends.
  • Contribute to the organization's broader data and talent intelligence strategy and roadmap.
  • Mentor and provide guidance to junior recruiters, sourcers, or recruitment coordinators on the team.
  • Participate in sprint planning and agile ceremonies if the talent acquisition team operates within an agile framework.

Required Skills & Competencies

Hard Skills (Technical)

  • Full-Cycle Recruiting: Demonstrated mastery of the entire recruitment lifecycle, from intake to offer.
  • Advanced Sourcing Techniques: Proficiency in using tools like LinkedIn Recruiter, SeekOut, and developing complex Boolean search strings to uncover passive talent.
  • ATS Proficiency: Hands-on experience with at least one major Applicant Tracking System (e.g., Greenhouse, Lever, Workday, SmartRecruiters).
  • Data-Driven Recruiting: Ability to track, analyze, and interpret recruitment metrics to inform strategy and communicate results.
  • Market Intelligence: Knowledge of compensation benchmarks, talent market trends, and competitor analysis.

Soft Skills

  • Consultative Mindset: The ability to move beyond order-taking and act as a strategic advisor to hiring managers, challenging assumptions and guiding decisions.
  • Stakeholder Management: Skill in building trust and credibility with leaders at all levels, managing expectations, and influencing outcomes.
  • Exceptional Communication: Clear, concise, and empathetic communication skills, both written and verbal, tailored to different audiences (candidates, execs).
  • Negotiation & Influence: Proven ability to manage complex offer negotiations and influence both candidates and internal stakeholders without direct authority.
  • Resilience & Adaptability: Thrives in a fast-paced, dynamic environment, able to pivot quickly and handle rejection or changing priorities with a positive attitude.
  • Business Acumen: A strong understanding of the business unit you support, its goals, and how talent contributes to its success.
  • Empathy: The capacity to understand and share the feelings of candidates, providing a human-centric and supportive experience throughout a stressful process.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor’s degree or equivalent professional experience in a relevant field. We believe experience can be as valuable as a formal degree.

Preferred Education:

  • Bachelor's degree in a related field. HR or recruitment-specific certifications (e.g., CIR, PHR, SHRM-CP) are a plus.

Relevant Fields of Study:

  • Human Resources
  • Business Administration
  • Psychology or Sociology
  • Communications

Experience Requirements

Typical Experience Range:

  • 4-8 years of progressive experience in a full-cycle recruiting role.

Preferred:

  • A combination of both agency and in-house corporate recruiting experience is highly valued.
  • Proven experience partnering directly with senior leadership in a fast-paced, high-growth, or technically complex environment.
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