·         Candidate sourcing: Source for the US market utilizing various sourcing techniques and tools to identify potential candidates. Leverage online platforms, job boards, social media, professional networks, and other resources to find individuals with the desired skills and qualifications for specific roles.

·         Research and market analysis: Conduct research to understand talent availability, competitor analysis, and sourcing best practices. Use this information to identify potential talent pools and develop effective sourcing strategies. Consult and advise talent acquisition and hiring managers on talent availability, competitor analysis, and sourcing best practices.

·         Candidate engagement: Initiate contact with potential candidates and engage them in conversations about job opportunities. They may use email, direct messaging, or phone calls to establish communication, assess candidate interest and suitability, and provide information about the organization and open positions.

·         Employer branding: Contribute to building and promoting the company's employer brand, effectively communicate the organization's values, culture, and opportunities to potential candidates, positioning the company as an attractive employer of choice.

·         Candidate screening and assessment: Review resumes, assess candidate qualifications, and conduct initial screenings to evaluate their fit for specific roles. Assess skills, experience, cultural fit, and other relevant factors based on the job requirements provided by the hiring team.

·         Talent pipeline management: Maintain a pipeline of potential candidates, even if they are not immediately suitable for current openings. They track and organize candidate information, interactions, and progress through the recruitment process using candidate relationship management systems (CRM) or other tools.

·         Collaboration with hiring teams: Work closely with recruiters, hiring managers, and other stakeholders to understand job requirements, target candidate profiles, and align sourcing efforts with the overall talent acquisition strategy. They provide regular updates on sourcing activities and contribute to discussions on candidate pipeline and strategies.

·         Data tracking and reporting: Monitor and analyze sourcing metrics and data, such as the number of candidates sourced, conversion rates, and time-to-fill, to evaluate the effectiveness of sourcing strategies. Refine sourcing approaches and optimize the talent acquisition process when needed.

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