Talent Acquisition Specialist

About ADASI: ADASI is the regional leader in autonomous systems and services, dedicated to offering holistic solutions – from the development and production of unmanned systems to joint mission analysis and careful equipment acquisition. ADASI manufactures, operates and maintains next-generation autonomous solutions for air, land and sea – capable of performing in a diverse range of demanding environments. Leveraging advanced technologies to comply with the tactical demands of the future, ADASI aims to be a world leader in building the next generation of autonomous capabilities.

Position Overview:

A highly experienced Talent Acquisition (TA) Specialist with over 10 years of experience in recruitment. The role focuses on developing and executing strategic recruiting practices to attract and retain top talent across various industries. The ideal candidate will have an in-depth understanding of sourcing, screening, interviewing, and closing candidates, as well as a proven ability to build relationships with hiring managers and stakeholders.

Key Responsibilities:

• Strategic Talent Acquisition:
• Lead and execute end-to-end recruitment strategies for senior, specialized, and executive-level positions.
• Partner with leadership teams to understand business goals and workforce needs, ensuring alignment with recruitment objectives.
• Drive workforce planning, talent mapping, and competitor analysis for industry trends to ensure the organization attracts top talent.
• Design and implement talent pipelines to support current and future business requirements.
• Sourcing & Candidate Attraction:
• Utilize advanced sourcing techniques (social media, networking, job boards, talent pools, headhunting, etc.) to identify and engage both active and passive candidates.
• Build and maintain relationships with external talent sources such as recruitment agencies, universities, and industry-specific platforms.
• Manage employer branding strategies to promote a positive and attractive image to prospective candidates.
• Full-Cycle Recruitment:
• Oversee the complete recruitment lifecycle, including job posting, resume screening, candidate interviews, offer negotiations, and successful onboarding.
• Conduct behavioral interviews, assess candidate competencies, and evaluate cultural fit with the organization.
• Provide candidates with timely and transparent communication regarding their application status.
• Client & Stakeholder Management:
• Act as a strategic partner to senior leadership and hiring managers, advising on talent market trends, compensation benchmarking, and recruitment strategies.
• Build strong working relationships with hiring managers to define job requirements and qualifications.
• Provide guidance and coaching to hiring managers on interview techniques and best practices for candidate selection.
• Data-Driven Insights & Reporting:
• Utilize applicant tracking systems (ATS) and recruitment metrics to track recruitment activities and identify areas for improvement.
• Provide regular reports and insights on hiring progress, candidate pipelines, time-to-fill, cost-per-hire, and other relevant KPIs.
• Implement continuous improvements based on data analysis to streamline the hiring process and enhance efficiency.
• Talent Pool Management:
• Build and nurture long-term relationships with high-potential candidates, even when no immediate opportunities are available.
• Maintain a robust talent database to reduce time-to-fill in the future and ensure a quick response to critical business needs.
• Vendor Management & Budget Oversight:
• Oversee relationships with external recruitment agencies, ensuring high-quality service delivery and alignment with company needs.
• Manage recruitment budgets effectively, ensuring cost-effective hiring solutions.
• Compliance & Best Practices:
• Stay up-to-date on labor laws, compliance regulations, and best practices in recruitment, ensuring adherence to legal requirements.
• Ensure that the recruitment process is consistent with internal policies, corporate values, and cultural fit.
  
  

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience).
• 10+ years of experience in recruitment, with at least 5 years in a senior or lead role.
• Proven experience in sourcing and hiring for a wide range of positions, including technical, executive, and non-technical roles.
• Extensive knowledge of applicant tracking systems (ATS), HR software, and recruiting tools.
• Strong interviewing, negotiating, and candidate evaluation skills.
• Excellent relationship-building and communication skills.
• Ability to lead and influence stakeholders at all levels.
• A deep understanding of HR best practices and legal compliance.
  
  

Skills & Competencies:

• Leadership and mentorship abilities.
• Advanced knowledge of sourcing techniques and candidate engagement.
• Exceptional organizational skills and ability to manage multiple priorities.
• Strong data analysis and reporting capabilities.
• Expertise in building diverse, inclusive, and high-performing teams.
  
  

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