International Maize and Wheat Improvement Center (CIMMYT)

• Proactive headhunting and direct sourcing: Identify, approach, and engage passive candidates through targeted headhunting, market mapping, and direct outreach, rather than relying on inbound applications alone. • Senior stakeholder engagement: Build credibility and manage relationships with senior stakeholders, including hiring managers, executive leadership, regional HR, and external partners, influencing and aligning them throughout the search. • Compliance and process rigor: Navigate and apply CIMMYT's recruitment policies and procedures, GEYSI standards, and host-institute requirements with rigor, ensuring every search is fully compliant and audit-ready end to end. • Autonomous delivery: Manage multiple concurrent searches with minimal supervision, setting own priorities and driving processes to closure across competing demands and shifting timelines. • Operating across a complex, matrixed landscape: Work effectively across a globally distributed, multi-stakeholder organization, partnering with hiring managers, regional HR, host institutions, and external vendors, often with ambiguous or evolving requirements. • International sourcing and on-site presence: Bring a genuinely international outlook to sourcing and candidate engagement across Africa, Asia, and LATAM. • Develop and implement targeted sourcing strategies tailored to each role and region. • Identify and engage high-potential passive candidates through professional platforms (e.g., LinkedIn, academic networks, sector-specific boards). • Maintain and update candidate pipelines and sourcing trackers. • Conduct structured screening interviews using competency- and values-based approaches. • Prepare interview sheets and support interview panels with relevant evaluation tools. • Facilitate structured debriefs to support transparent and inclusive selection decisions. • Ensure a smooth, timely recruitment process that meets both candidate and hiring manager expectations. • Provide weekly updates to the Talent Acquisition Manager. • Recommend improvements to processes, tools, or communications based on candidate and hiring manager feedback. • Ensure positive and respectful candidate interactions throughout the process. • Provide timely updates to candidates and hiring teams. • Support reference checks and offer coordination as needed.