Senior Talent Acquisition Specialist - IT

About Us

Join our World of Talent.

Global, culturally diverse, inclusive, and innovative - welcome to AMS, where talent is our world. Over the last two decades, AMS has redefined the landscape of talent outsourcing and consulting. From pioneering the concept of RPO to continually revolutionising how organization's approach talent acquisition, AMS stands as a world leader in the industry.

Committed, engaged, and inspired, we feel a real sense of belonging, and all have one thing in common : a real passion for talent. Become part of this world and make a difference with us.

https : / / www.Weareams.Com /

The Role

The Senior Recruiter will support client hiring managers with filling their vacancies to target start dates ensuring all quality thresholds and SLA / KPIs are met. They will deliver excellent recruitment services to the client in line with agreed service levels, acting as the custodian of candidate quality and the hiring manager experience, working in conjunction with colleagues in teams such as Sourcing and Administration

Senior Recruiters will be aligned to high touch client business units or stakeholder groups that require additional attention. This may be in the form of more rounds of interviews, more data / insight led consultation, more complex offer negotiation, intricate reward structures or interfacing with more senior hiring managers. They will follow a high touch workflow investing more time at each stage of the recruitment process than a Recruiter.

Reports to Team Leader or Manager - Client Services

Key Responsibilities

Client Stakeholder Relationships

• Create and maintain trusted partner relationships with Senior hiring managers / stakeholders. Independent execution of the end-to-end delivery of recruitment services to them, providing counsel, advising through insight and SME knowledge on the recruitment process and ensuring that timelines are correctly identified and met
• Lead discussion on attraction strategies, working with Sourcing and hiring managers to correctly identify approach based on market and hiring demands
• Make recommendations for best fit and skills profile, coaching hiring managers on what may or may not be achievable

Internal Stakeholder Relationships

Recruitment Delivery

managing candidate satisfaction with the recruitment experience, from initial interview to start date

lead the (often complex) offer process and negotiations to close the candidate

Technology and Compliance