The Senior Talent Acquisition Specialist, Corporate and Leadership Hiring is a specialist recruiting role responsible for the targeted identification, assessment, and placement of leadership and critical support talent across Innodata Knowledge Services, Inc. The role covers leadership positions within delivery operations as well as specialist and functional roles across Human Resources, Finance, Engineering, Global Technology, Admin and Facilities, and Quality Assurance.
This is not a volume or mass hiring role. The focus is on quality of hire, stakeholder partnership, and the ability to manage complex, specialist searches with a high degree of professionalism and business acumen. The Senior Talent Acquisition Specialist serves as a trusted advisor to hiring managers, working closely with the Talent Management team to ensure that hiring efforts align with workforce planning and organizational growth priorities.
KEY RESPONSIBILITIES
Full-Cycle Specialist Recruitment
- Own end-to-end recruitment for assigned leadership and support function roles, from intake and job briefing through offer acceptance and onboarding handoff.
- Conduct structured job briefings with hiring managers to define success profiles, sourcing strategies, assessment criteria, and hiring timelines.
- Develop and execute targeted sourcing strategies across multiple channels, including LinkedIn, direct outreach, professional networks, referrals, and select partnerships.
- Perform screening, competency-based assessments, and structured interviews aligned to defined role profiles and organizational standards.
- Coordinate panel interviews, assessments, and selection activities in collaboration with hiring stakeholders.
- Manage offer preparation and negotiation, ensuring alignment with internal compensation frameworks and market positioning.
- Deliver a consistently professional and positive candidate experience that reflects Innodata's employer brand.
Hiring Manager Partnership
- Serve as a strategic recruitment partner and primary point of contact for assigned hiring managers and business units.
- Advise hiring managers on candidate profiles, talent market conditions, realistic timelines, and competitive offer positioning.
- Facilitate alignment on selection criteria, interview structures, and evaluation standards to ensure objective and consistent hiring decisions.
- Provide regular pipeline updates, market intelligence, and candidate progress reports to hiring stakeholders throughout active searches.
- Coach and guide hiring managers on structured interviewing techniques and evidence-based selection practices.
Assessment and Selection Quality
- Design and maintain structured interview guides, competency maps, and role-specific assessment tools.
- Apply evidence-based methodologies to promote consistency, objectivity, and fairness across all candidate evaluations.
- Ensure all selection practices comply with applicable labor regulations, DOLE requirements, and organizational DEI standards.
- Continuously assess and recommend improvements to pre-employment tools and selection processes based on outcomes and feedback.
Recruitment Analytics and Reporting
- Track and monitor key recruitment metrics, including time-to-fill, time-to-hire, source effectiveness, offer acceptance rate, and hiring manager and candidate satisfaction.
- Prepare periodic recruitment reports and dashboards for HR leadership, summarizing pipeline activity, hiring outcomes, and sourcing performance.
- Identify hiring trends, bottlenecks, and process gaps through data analysis and recommend actionable improvements.
Talent Pipeline and Stakeholder Management
- Build and maintain active talent pools for leadership and critical support roles, enabling faster activation for recurring and priority vacancies.
- Collaborate with the Talent Management team to align recruitment activities with workforce planning, succession pipelines, and organizational capability priorities.
- Support internal mobility by surfacing and evaluating qualified internal candidates in coordination with HR Business Partners and Talent Management.
- Proactively engage and nurture passive candidates to sustain Innodata's visibility and appeal as an employer of choice within target talent communities.
- Contribute to employer branding initiatives, including LinkedIn presence, career fair participation, and campus or professional association engagements.
- Provide talent market intelligence and sourcing insights to inform workforce planning and hiring strategy discussions.
QUALIFICATIONS
Education
- Bachelor's degree in Human Resources Management, Psychology, Industrial Psychology, Business Administration, or a related field.
- A master's degree in HR, Organizational Development, or Business Administration is an advantage.
- Professional certification in HR or Talent Acquisition, such as SHRM-CP, PHR, or LinkedIn Recruiter Certification, is a plus.
REQUIRED EXPERIENCE
- Minimum of four to six years of progressive experience in talent acquisition, with a demonstrated focus on specialist, leadership, or corporate function hiring.
- Proven track record managing full-cycle, non-volume recruitment for mid-level to senior roles across multiple functions.
- Experience recruiting for support functions such as HR, Finance, IT, Engineering, Admin, or QA in a corporate or shared services environment.
- Ability to manage multiple complex searches simultaneously without compromising candidate quality or stakeholder experience.
- Proficiency in applicant tracking systems, HRIS platforms, and sourcing tools, including LinkedIn Recruiter.
- Established ability to operate as a credible recruitment advisor to business leaders rather than a transactional hiring coordinator.
REQUIRED COMPETENCIES
- Strategic Thinking: Connects individual hiring decisions to broader workforce planning and organizational objectives.
- Stakeholder Partnership: Builds credibility and trust with hiring managers, senior leaders, and HR colleagues through consistent delivery and sound advice.
- Communication and Influence: Articulate, professional, and persuasive in both written and verbal communication; able to advise without direct authority.
- Specialist Assessment: Skilled in competency-based interviewing, behavioral evaluation, and structured selection for complex, senior-level roles.
- Data Orientation: Uses recruitment metrics and market data to make informed decisions and drive continuous improvement.
- Execution Discipline: Manages a multi-function, multi-level search load with rigor, urgency, and attention to detail.
- Discretion and Judgment: Handles sensitive candidate and organizational information with the highest standard of confidentiality and professionalism.
- Resilience and Adaptability: Navigates shifting priorities, tight timelines, and ambiguous hiring needs with composure and effectiveness.
PREFERRED SKILLS
- Familiarity with talent market trends in the BPO, technology, or shared services sectors in the Philippines.
- Experience with employer branding, talent attraction strategies, or targeted campus and professional community engagement.
- Working knowledge of Philippine labor law and DOLE regulations as they apply to recruitment and pre-employment practices.
- Proficiency in recruitment analytics tools, Excel-based reporting, or HR dashboards.
- Exposure to succession planning, internal mobility programs, or talent review processes.
- Understanding of diversity, equity, and inclusion principles as applied to sourcing, assessment, and selection.
DEIB COMMITMENT
Diversity, Equity, Inclusion, and Belonging are central to Innodata's culture. Applicants from all backgrounds are encouraged to apply, especially those who may hesitate due to not meeting every listed qualification. We are committed to building an inclusive workplace where every individual has the opportunity to grow and contribute meaningfully.
Innodata is committed to providing an inclusive and accessible recruitment process. If you require reasonable accommodations at any stage of the application, assessment, or interview process due to a disability, medical condition, or other accessibility need, please let us know. We will work with you to provide appropriate support that enables you to participate fairly and equitably throughout the hiring process.
