Recruitment

• Source high-quality talent from internal and external sources
• Review active applicants on open requisitions and analyze recruiting data within defined service level agreements
• Use basic sourcing strategies and tools to source and develop qualified contractor and/or full-time talent
• Present qualified talent to Talent Attraction Recruiters after identification and minimal screening
• Collaborate with the Lead TA Recruiter and TA recruiting team to establish candidate pipelines
• Provide market intelligence and drive recruitment analytics usage to increase speed to market
• Leverage job boards and sourcing tools to identify and shortlist qualified candidates
• Manage internal referrals as the first line of review and forward qualified candidates to the appropriate Talent Attraction Lead
• Oversee the rehire eligibility process and coordinate with the internal team
• Use market intelligence tools to provide insights on talent trends, competitor activities, and industry standards
• Manage external job postings on job boards and social media
• Deliver sourced candidate profiles to the Talent Attraction team within 24–48-hour SLAs
• Maintain professional candidate communication, including dispositioning candidates when necessary
• Leverage AI tools and technologies for candidate sourcing, screening, and matching

Talent Discovery Recruiter

• Manage the full-cycle recruiting process and ensure a smooth, positive candidate experience
• Ensure thorough communication, timely feedback, interviewer preparedness, and effective interview structuring
• Create and support the talent acquisition strategy
• Build relationships with hiring managers to understand hiring needs and execute sourcing and recruiting plans
• Identify position requirements and sourcing strategies
• Coach and lead hiring managers through recruitment best practices
• Coordinate job postings in the Applicant Tracking System and manage candidate statuses
• Identify effective sourcing channels for different positions and skill sets
• Conduct screening interviews and validate skill set, organizational/position/cultural fit, and language; prepare shortlists for hiring managers
• Act as the candidate point of contact throughout the recruitment process
• Maintain talent acquisition application systems and recruitment accounts
• Manage pre-employment processes, including background verification and references
• Support employer branding initiatives
• Establish social media strategies to promote open positions
• Proactively source talent using appropriate platforms
• Develop and update recruiting reports and analytics
• Lead and participate in talent acquisition projects and initiatives
• Prepare offer details for offer letters and employment contracts
• Work closely with the HR Business Partner to support the transition into onboarding
• Support Indero’s recruitment needs as a global clinical research organization focused on dermatology and rheumatology

Senior Talent Acquisition Specialist

• Own end-to-end recruitment for technical, strategic, and corporate roles across engineering, product, consulting, technology, design, and support functions in LATAM, EMEA, and US markets
• Serve as a trusted advisor to hiring managers, delivery heads, and executive leaders
• Understand role requirements, define candidate experiences, calibrate talent, and define competitive global offer packages
• Align with Recruiting Managers, Sourcers, HR Business Partners, and Talent Management on recruiting strategy and process
• Build diverse, high-caliber pipelines and establish long-term candidate relationships
• Facilitate career conversations aligning candidate aspirations with opportunities
• Provide data-driven guidance and lead recruitment update meetings
• Influence business stakeholders and leadership as a trusted talent advisor
• Create and implement innovative sourcing and headhunting methods
• Source, map, and attract high-potential talent using available channels
• Deliver a seamless, premium candidate journey while maintaining a high-velocity process
• Keep candidates engaged and informed from initial outreach to close

Senior Recruiter

• Lead detailed intake meetings with hiring managers to determine position specifications
• Provide relevant market data and recommendations
• Collaborate with internal stakeholders and departments to develop and manage recruitment marketing and sourcing strategies
• Evaluate candidate profiles against position requirements
• Deliver strong candidate slates and build talent pipelines
• Keep candidates engaged with timely progress updates
• Partner with hiring leaders to determine offer details
• Use market data and compensation guidelines to support offer recommendations
• Act as a client brand ambassador throughout the recruitment cycle
• Provide proactive and timely communication on search status
• Deliver consultative direction and industry expertise to hiring leaders

Trilingual Recruiter

• Own the strategy and long-term capacity of the external recruiting function
• Determine candidate sources, quality standards, function structure, funding, and connections to sales, placement, client success, and data
• Set direction and hold the recruiting function to company-level outcomes
• Build the annual recruiting plan from the sales forecast, including candidate volume by role type and month, channel mix, and spend
• Own the quality bar with client success, using 90- and 180-day outcome data to revise screening and endorsement standards at least quarterly
• Decide organizational structure, spans of control, specialist sourcing roles, and capacity changes
• Own the recruiting budget, channel ROI, tooling, and vendor and agency contracts
• Work with sales leadership to align account executive commitments with realistic recruiting capacity
• Own feedback loops connecting retention and escalation data to recruiting standards and close-rate data to sourcing priorities
• Develop the Recruiting Manager into an independent operator and build the succession bench
• Report to the Director of Operations monthly on function health and quarterly on strategy
• Complete a 30-day transfer and review of the recruiting plan, channel spend, and standards
• By day 60, revise the annual recruiting plan and budget against the sales forecast and set pool strategy by role type and market
• By day 90, lead the first quarterly standards review and establish a development plan and succession bench for the Recruiting Manager

Recruitment Director

• Run full-cycle searches for 5 to 8 roles at a time across multiple clients, from intake to offer
• Source passive candidates through LinkedIn Recruiter and other outbound channels
• Screen and interview candidates for technical and non-technical roles
• Work with hiring managers to define each role and what a strong hire looks like for them
• Meet SLAs and KPIs for speed and quality on every search
• Track candidates in Workable and set up automations that save the team time
• Give every candidate a clear and respectful experience throughout the process
• Help build the processes our team uses as we grow

Talent Acquisition Coordinator

• Own full-cycle recruitment from intake and scorecard definition through sourcing, screening, stakeholder coordination, offer construction and close
• Build outbound talent pipelines using InMail campaigns, niche boards, referrals, talent mapping and market research
• Generate qualified candidates across the US, LATAM, Europe, Israel and Asia
• Use AI tools for resume screening, interview transcription and analysis, ATS notes and candidate communications
• Partner with department heads and executives across time zones
• Manage external search partners when used
• Run transparent candidate processes, including scheduling and rejection or pause communications
• Maintain ATS data, build funnel metrics and provide insights in weekly hiring syncs
• Prepare offers for US employees and international contractors, coordinate signatures and work with Finance on geographic compensation structures
• Own employee lifecycle administration, including onboarding, internal moves, promotions, contract and role changes, and offboarding
• Manage equipment provisioning, swag and gifting programs, perks, welfare initiatives and employee requests
• Organize office and remote activities, team events, celebrations, engagement surveys and internal communications
• Administer HRIS and recruiting systems and support workforce reporting
• Support US employment, EOR and international contractor models
• Support policy rollout and local employment compliance considerations

People & Recruiting Specialist

• Schedule and coordinate interviews across multiple stakeholders and time zones
• Own proactive candidate communication throughout the process
• Keep the hiring manager informed about hiring status
• Manage offer letter generation and release
• Coordinate with internal stakeholders through offer, background check, and pre-start
• Maintain accuracy of hiring documents
• Administer and optimize the TA tech stack, including ATS, scheduling platforms, and assessment tools
• Build and maintain hiring reporting and dashboards
• Surface insights from hiring data
• Identify friction in candidate and hiring manager experience and lead improvement projects
• Bring AI and automation opportunities to the team
• Challenge existing processes and support proposed improvements with evidence

Talent Acquisition Operations Specialist

• Own full-cycle recruitment for a high volume of concurrent, varied requisitions across multiple functions, seniority levels, and geographic locations
• Partner with hiring managers to define hiring needs, role requirements, timelines, and sourcing strategies
• Build and nurture talent pipelines through proactive sourcing, networking, referrals, and direct engagement with passive candidates
• Guide candidates through every stage of the hiring journey from initial contact through offer and onboarding handoff
• Coach hiring managers and interview panels on candidate evaluation, interview effectiveness, hiring best practices, and time-to-fill trade-offs
• Leverage recruiting metrics, market intelligence, and hiring data to identify opportunities, improve outcomes, and influence hiring decisions
• Maintain accurate recruitment data and workflows within the applicant tracking system for operational excellence and compliance
• Support employer branding initiatives across talent communities, social platforms, professional networks, and recruiting channels
• Continuously improve recruiting processes, tools, and workflows for a growing, globally connected organization

Senior Talent Acquisition Partner

• Work collaboratively with leadership and internal teams to prioritize openings and support business hiring needs
• Identify and resolve potential recruitment-process issues before they impact candidates or hiring teams
• Source and identify qualified candidates through job boards, professional networks, recruiting platforms, referrals, and other channels
• Maintain timely, proactive communication with candidates and internal stakeholders
• Draft and coordinate offer letters and recruitment-related documentation
• Monitor candidate pipelines and provide updates on recruitment progress, challenges, and timelines
• Manage recruitment-related budgets and posting expenses
• Ensure a professional and positive candidate experience throughout the recruitment lifecycle
• Stay organized across multiple vacancies using systems, calendars, reminders, and tracking tools
• Partner with hiring managers to understand position requirements, candidate profiles, timelines, and priorities
• Manage full-cycle recruitment from initial sourcing through offer and placement
• Review resumes and applications and conduct initial candidate screening
• Coordinate interviews between candidates and hiring managers
• Prepare and maintain candidate documentation, interview records, offer details, and recruitment updates
• Create and maintain accurate job postings
• Maintain accurate records in recruitment and applicant tracking systems