Strategic Leadership
- Align recruitment strategies with Quantrics’ overall business objectives, short and long-term vision to support business growth.
- Regularly identify market conditions (competition), talent trends (availability, skills gap, talent shortages) and industry’s best practices and provide tailored recruitment strategies and solutions
Hiring Management
- Oversee recruitment team’s initiatives, providing direction and guidance to ensure timely and efficient hiring process.
Talent Pipeline Development
- Source through various channels and recommend tools, if necessary
- Build talent pipeline to support Quantrics’ current and future growth (new business), not just filling the current requirements
- Build and maintain a database of potential candidates for future openings by:
- continuously sourcing and engaging with potential candidates
- developing, building and maintaining relationships with candidates through networking with industry partners or professional communities.
Communication and Collaboration with Hiring Managers and Senior Leadership Team
- Drive collaboration by working closely with hiring managers and/or department to understand job requirements and identify strategies to find the best talents at given timeline.
- Provide valuable insights, provide sound recommendations and align on requirements based on compensation package within the talent market.
- Main point-of-contact for all Corporate/Support recruitment matters and hiring manager’s escalation concerns
- Establish and maintain regular cadence with hiring managers to keep them updated on status of their open requirements
Compensation & Benefits Team
- Provide Compensation and Benefits Team collected pay and benefits data from candidates as basis for review of the Company’s competitiveness of pay and benefits to attract talents.
Employer Branding and Candidate Experience
- Promote Quantrics to candidates on various channels to attract candidates
- Implement HRIS and/or available tools to optimize candidate and hiring manager’s experience
- Ensure onboarding of new hire is properly coordinated with the HR Data Admin team
Managing Team’s Performance
- Set clear performance expectations and goals for team members
- Conduct regular cadence and review of deliverables with team members, providing feedback, addressing performance issues, recognizing successes, and providing coaching and guidance.
- Direct team’s recruiting activities to ensure process if efficiently and effectively implemented to meet the needs of the hiring managers.
Recruitment Metrics and Reporting
- Track recruitment data (ex. time-to-hire, cost-per-hire, etc) to:
- analyze gaps, trends and any areas of focus in recruitment strategies or required skillset and make an informed decision
- maintain an updated and accurate record such as Applicant Tracking System (ATS) and HRIS tools
- provide report to hiring managers and senior leadership on recruitment outcomes on a regular basis to keep them updated on the status of the requirements
- Provide data-driven insights to measure recruitment team’s performance
- hiring within turnaround time (TAT), hiring
- hiring manager’s experience (ex. providing high quality candidates, fast feedback)
- candidate experience (ex. timely feedback, keeping candidates warm)
Continuous Improvement
- Evaluate and identify opportunities to improve recruiting processes and activities by simplifying, streamlining, standardizing and/or automation hires, cost of sourcing and time-to fill/ hire
Budget Management
- Manage the recruitment team’s budget in accordance with the budgetary and financial guidelines.
