• Orchestrate the entire recruitment lifecycle—from initial sourcing, application screening, and rigorous interviewing to final role closure before official onboarding. • Partner directly with international clients to dissect their operational pain points, understand their business environment, and translate their needs into compelling, high-converting job descriptions. • Proactively manage and evaluate CoWorq's active talent pool, strategically matching the right remote professionals with incoming client opportunities to ensure long-term retention. • Craft professional, clear, and context-specific communications for both corporate clients and candidates, ensuring a seamless, high-touch experience at every stage of the hiring pipeline.

Role Description As a Talent Acquisition Specialist, you will play a key role in driving the organization's hiring efforts by managing and supporting recruitment initiatives aligned with business needs. Your core responsibility is to execute and continuously improve the end-to-end recruitment process - from talent sourcing and screening to interviews, assessments, and offer coordination - ensuring a positive candidate experience and the timely delivery of quality hires that support the company's growth. Key Responsibilities - I. Talent Acquisition Operations - Search and recruit qualified candidates to fill assigned organizational requirements. - Maintain and increase the number of viable sourcing channels that can be used by the team to source candidates. - Source, interview and evaluate selected candidates in the technical, staff, and supervisory positions. - Build collaborative relationships with hiring managers by advising on job description content, evaluation of interview results and ensuring timely and high quality support throughout the scheduling and hiring manager interview process. - Conduct job offer and prepare the hiring paperwork (such as job offer letter, benefits checklist and restrictive agreement) once candidate accepts job offer. - Ensure that pre-employment requirements are complete and a 201 file is created for every new hire. - Identify roadblocks / pain points and propose and implement strategies to tackle these specific challenges. - Suggest new ways to further improve candidate experience. - Keep track and maintain target KPI benchmarks. - II. Employee Onboarding - Ensure that regular communication with the new employee is made after acceptance of the job offer to ensure pre-employment requirements are met and the new hire will start on the agreed date. - Connect the new hire with key information, resources, and people within the organization to ensure a smooth start. - Monitor employee status until regularization. - Regularly check in with the new hire to make sure that the onboarding process and relationship between new hire and direct superior is developing well and/or highlight any early warning signs. - Perform background and reference checks. - III. Stakeholder Management - Improve Internal Customer Experience - Constantly improve and seek approaches to improve candidate experience through a user-friendly application experience and by keeping the shortlisted candidates informed and engaged during and after the application process. - Attend and suggest efficient meeting rhythms for calibration and alignment with hiring managers. - Support hiring managers to improve the interview process and their interviewing methods. Qualifications - Bachelors Degree in Psychology, Human Resources, Business, or in any related field. - With at least 3 years experience in Recruitment or Talent Acquisition of entry level to executive corporate positions. - Highly motivated, results-oriented, and self-driven individual who can source, assess, and engage the right candidates to work for the company. - Creative and resourceful in sourcing hard-to-find talent. - Able to coordinate efficiently and communicate effectively across different departments and levels of the organization. - Highly proficient in written & verbal communication, and in the use of MS Office applications.

• Manage full life-cycle recruiting for Operations, Engineering and R&D, and other roles as needed across multiple locations. • Partner with hiring managers to define role requirements, timelines, and competencies; set expectations based on market conditions. • Source and engage passive candidates using job boards, social networks, databases, web mining, and non-traditional channels. • Build and maintain talent pipelines for high-volume and technical roles to support future workforce needs. • Review applications, conduct screens, coordinate interviews, and manage candidates through all hiring stages. • Ensure data accuracy and process discipline within Workday and other recruiting tools. • Provide regular communication and progress updates to hiring managers, HR partners, and TA leadership. • Deliver a high-quality candidate experience through timely communication and professional engagement. • Participate in TA projects focused on process enhancement or scaling support for business growth.

• Maintain and update our ATS (Ashby) and manage onboarding documents end-to-end, ensuring records are accurate, current, and audit-ready • Serve as a primary point of contact for administrative inquiries from the Advocate Recruitment team, triaging requests and resolving issues quickly • Assist with scheduling internal on-site interviews and offer coordination for internal team development • Track Advocate candidate pipeline activity and flag bottlenecks or gaps to keep recruiting workflows moving efficiently • Prepare operational reports and support ad hoc departmental projects with strong attention to deadlines and deliverables • Build and maintain internal SOPs and administrative workflows that scale with team needs • Manage internal and external communications with professionalism and urgency, representing the team with clarity and care