HR and Talent Acquisition Associate

What You'll Own

Candidate Sourcing & Pipeline Building

• Source qualified candidates through LinkedIn, job boards, databases, referrals, and other channels.
• Proactively build and maintain talent pipelines for current and future hiring needs.
• Identify candidates who meet both the technical requirements and cultural/behavioral expectations of the role.
• Conduct targeted LinkedIn research rather than relying only on inbound applicants.
• Continuously experiment with sourcing strategies to improve candidate quality and response rates.

Interview Pre-Screening

• Conduct structured initial screening calls with candidates.
• Evaluate candidates against defined role requirements, experience, communication, motivation, compensation expectations, availability, and overall fit.
• For technical positions, understand technical requirements well enough to conduct an effective first-level technical screening and identify whether a candidate should progress to the technical interview.
• For non-technical roles, assess functional experience, problem-solving ability, communication, ownership, and relevant behavioral competencies.
• Prepare concise and objective candidate summaries for hiring managers.

Interview Scheduling & Coordination

• Own the end-to-end interview scheduling process.
• Coordinate calendars across candidates, recruiters, interviewers, and hiring managers.
• Ensure interviews are scheduled quickly and accurately.
• Proactively follow up on pending feedback and prevent candidates from getting stuck at any stage.
• Maintain clear communication with candidates before, during, and after interviews.
• Handle reschedules, cancellations, no-shows, and last-minute changes professionally.

Recruitment Process Ownership

• Track every candidate through the recruitment funnel and maintain accurate ATS/CRM records.
• Identify delays, bottlenecks, and drop-offs and take action without waiting for instructions.
• Maintain regular communication with hiring managers regarding pipeline quality and hiring progress.
• Follow up aggressively but professionally with candidates and stakeholders.
• Ensure no qualified candidate is lost due to poor follow-up or coordination.
• Support offer coordination and candidate closure when required.

Technical + Non-Technical Hiring

You should be comfortable recruiting across both technical and non-technical functions.

Experience hiring for roles such as:

• Software / Technology
• IT / Systems
• Automation
• Data / Analytics
• Operations
• Finance
• Sales
• Marketing
• HR
• Executive / Administrative
• Customer Success
• Business Development

You do not need to be a technical expert, but you must be capable of understanding a technical JD, asking intelligent screening questions, identifying relevant experience, and determining whether a candidate meets the basic requirements before moving them forward.