Talent Acquisition Specialist

Hello there! We hope you find this vacancy interesting and look forward to your application!

The general purpose of this role is to address the staffing needs in all areas of the company and manage the Talent Acquisition sub-area, identifying, attracting, and selecting the most suitable candidates to help the company achieve its objectives.


Tasks and Responsibilities:

  • Identifying, attracting, and selecting suitable candidates.
  • Designing and managing recruiting strategies.
  • Designing and managing job postings as well as promotional content for open positions or the company in general on social and job networks.
  • Designing, executing, managing, and tracking the company's internal referral and rotation programs.
  • Managing, tracking, and analyzing various sub-area metrics.
  • Researching and managing various recruitment and vacancy dissemination tools.
  • Managing vendors and vendors for these tools and platforms.
  • Researching, investigating, and managing recruitment agencies.
  • Managing the total budget for the area.
  • Managing administrative processes and databases.
  • Maintaining and updating databases, processes, and official sub-area documents. Official communications about modifications to these documents.
  • Reports and presentations to the People area and others on the current status and historical evolution of recruitment efforts.
  • Market research: talent trends, movements, competitor companies, and more.
  • Designing, implementing, and executing new human capital management platforms. Official communications and training on the matter.
  • Developing internal training for the sub-area or People area, as well as external training for other company areas as needed.
  • Designing and managing new sub-area development and expansion projects.
  • Constant innovation of processes, tools, and methodologies.
  • Providing support and guidance to new joiners in the sub-area.
  • Offering spontaneous suggestions to the People area or other areas on various talent-related aspects.


Best practices involve analyzing management indicators (number of hires per year and month, by area, position, location, and gender, time to fill vacancies by position, primary recruitment sources, professions of new hires) to make decisions. This includes evaluating work methods, brainstorming among team members, and actively seeking and receiving feedback from all stakeholders involved in the processes.

Requisition number: 1037