Money Forward

1. TA pillars (Attraction, Selection, Attrition)
- Execute the end to end recruitment cycle for various corporate functions and levels
- Conduct phone interviews, evaluate initial candidate fit and raise improvements to enhance the quality of recruitment steps include reference checks, salary recommendation and approvals
- Develop the understanding of the hiring needs and assess talent
- Develop and maintain candidate experience by using internet sourcing and social media
- Partner with the other teams on implementation of recruitment initiatives or other projects

2. Recruitment systems
- Adhere to all prescribed recruitment processes and metrics, including building and developing a pipeline of qualified candidates in advance and being workable recruitment process builder
- Provide regular reporting and analysis on candidate experience, time to hire, and recruitment cost analysis, within agreed KPIs and company needs
- Coordinate with team to manage the recruitment budget timely and effectively

3. Talent Acquisition Consultancy
- Work with HRBP(s) and Hiring Manager(s) to create and gain requisition approvals
- Serve as a partner and consult to line managers and stakeholders in recruitment matters based on guidance and counsel related policies, procedures, and processes

4. Stakeholder Management
- Develop and maintain strong relationships with stakeholders including Hiring Manager(s) and candidates
- Build strong relationships with universities and external parties to enhance the talent pipelines for open roles

5. Leadership & Strategic Management
- Attend strategy and planning meetings with the Hiring Manager(s)/ team/ related stakeholders and recommend ideas to find the appropriate talent for the searches