Talent Resourcer

Role Purpose

The Talent Resourcer is responsible for delivering consistent, high-quality recruitment outcomes by sourcing, screening, submitting, and progressing candidates through to interview and placement.

This is a delivery-focused role with clearly defined minimum performance expectations. The position is critical to maintaining pipeline health, interview conversion, placement consistency, and overall client satisfaction

Key Responsibilities

The Talent Resourcer is expected to:

• Source and engage suitable candidates aligned to active roles
• Conduct structured candidate prescreens to assess suitability
• Prepare and submit client-ready candidate profiles
• Schedule candidate interviews with clients, Talent Partners, or internal stakeholders
• Ensure candidates are fully briefed and prepared prior to interview
• Progress candidates through interview stages efficiently
• Maintain accurate, up-to-date records in the ATS/CRM
• Communicate clearly and professionally with internal stakeholders
• Contribute consistently to monthly placement outcomes
• Adhere to People8 processes, quality standards, and timelines

Systems, Tools & Work Environment (Mandatory)

The Talent Resourcer must:

• Use an ATS/CRM system accurately and consistently
• Use email professionally, with clear, structured, and well-written communication
• Use LinkedIn Recruiter or approved sourcing tools
• Communicate daily via Microsoft Teams
• Maintain a professional work-from-home setup, including:
  • Reliable high-speed internet
  • Functional headset suitable for calls
  • Quiet and appropriate working environment

Failure to maintain these requirements may impact performance assessment.

Working Hours & Availability

• Standard working hours are 9:00am – 6:00pm, Monday to Friday
• One-hour unpaid break is included
• Availability during agreed working hours is mandatory
• Reasonable notice must be provided for planned leave or unavailability

Performance KPIs (Minimum Expectations)

The following KPIs are minimum expectations, not aspirational targets.

Weekly KPIs

• 8 candidate prescreens per week
• 5 candidate submittals per week
• 3 client interviews scheduled per week
• All candidate activity must be recorded in the ATS/CRM on the same business day

Monthly KPI

• Contribution to a minimum of 2 placements per month

Performance is reviewed weekly and monthly.