Technical Talent Acquisition Lead

You Bring:

• HR degree or equivalent qualification.
• 8+ years of recruitment experience with a strong focus on technical recruitment.
• Demonstrated success recruiting senior, specialist, leadership, and scarce technology talent. 
• Previous experience leading, mentoring, or managing Talent Acquisition professionals. 
• Strong understanding of Software Engineering, DevOps, Cloud, Security, Infrastructure, Data, Architecture, Product, and Technical Leadership roles. 
• Proven experience in direct sourcing, headhunting, talent mapping, and talent pipeline development. 
• Experience partnering with executive stakeholders, technology leaders, and hiring managers. 
• Experience using ATS, CRM platforms, AI recruitment tools, talent intelligence platforms, and recruitment analytics solutions. 
• Experience within a high-growth technology environment preferred.
• Interpersonal skills and ability to communicate professionally.
• Experience in the continual development of talent pipelines and sourcing potential candidates.
• Firm understanding and implementation of recruiting metrics to drive decision-making is essential.
• Previous experience developing and executing recruiting marketing and branding strategies. 

What You’ll Do:

Strategic Technical Talent Acquisition

• Lead the end-to-end recruitment process for critical, niche, and senior technical positions across the business. 
• Conduct talent mapping and competitor market research to identify future hiring opportunities and risks. 
• Actively source current and future technical talent through various channels, including LinkedIn, GitHub, Stack Overflow, referrals, networking events and industry communities. 
• Develop and maintain relationships with passive candidates and high-potential technical talent. 
• Provide market insights, salary benchmarking and talent intelligence to hiring managers and leadership teams. 
• Anticipate future talent requirements and develop talent attraction plans to support workforce planning initiatives.
• Network with industry contacts and association memberships to source the best quality candidate. 
• Be actively involved in discussions regarding the Recruitment brand in the market and participate in recruitment marketing strategy discussions.
• Drive innovation in sourcing, attraction, assessment, and candidate engagement methodologies. 
• Develop and maintain talent pipelines for: 
• Software Engineering
• DevOps
• Cloud
• Infrastructure
• Security
• Data & Analytics
• Architecture
• Product
• Technical Leadership

Recruitment Delivery

• Conduct competency-based and technical screening interviews. 
• Assess candidate suitability against technical and behavioural requirements. 
• Present high-quality candidate shortlists to hiring managers. 
• Coordinate and facilitate interview processes, ensuring a positive candidate experience. 
• Drive recruitment processes to ensure vacancies are filled within agreed service levels. 
• Facilitate offer management, negotiations and candidate engagement throughout the hiring process. 
• Manage candidate communication and ensure all applicants receive timely feedback. 
• Ensure all recruitment administration, interview records, reference checks and recruitment documentation are maintained accurately on the system and back-ups are done.
• Proactively seek market intelligence to gain a competitive advantage in attraction, assessment and sourcing methodologies.
• Champion fair, inclusive and unbiased recruitment practices. 
• Support BET Software's diversity and inclusion objectives through targeted sourcing and attraction initiatives. 
• Ensure equitable assessment and selection practices throughout the recruitment process.

Technical Recruitment Leadership

• Serve as the go-to expert on technical recruitment methodologies, talent trends and sourcing strategies. 
• Mentor and coach Technical Recruiters and Talent Acquisition team members on technical hiring best practices. 
• Identify and implement innovative sourcing techniques and recruitment technologies. 
• Lead approved technical recruitment projects and initiatives. 
• Continuously evaluate recruitment processes and recommend improvements to increase efficiency and effectiveness. 
• Support the National Talent Acquisition Manager in developing recruitment strategies and workforce planning initiatives.
• Ensure delivery and deadlines are centre of mind, continuously following up with executing with the Senior TAS and TAS Team Members.
• Represent BET Software as a brand ambassador within the technology community.
• Contribute to recruitment marketing campaigns and technical talent attraction initiatives. 
• Develop and nurture technical talent communities to support future hiring needs.
• Personally manage senior, specialist, confidential, and business-critical technology vacancies. 
• Ensure vacancies are appropriately prioritised and managed according to business requirements and SLAs. 
• Monitor vacancy progress, ageing requisitions, recruitment risks, and delivery performance. 
• Conduct regular recruitment reviews with team members and hiring stakeholders. 
• Support and guide team members on sourcing approaches, candidate assessment, offer management, and stakeholder engagement.
• Resolve recruitment delivery challenges and remove barriers impacting hiring outcomes. 
• Ensure recruitment data, records, and system information are maintained accurately. 
• Balance recruitment quality, candidate experience, compliance, speed, and cost efficiency.

Stakeholder Management

• Build and maintain strong relationships with Engineering Leaders, Development Managers and Technical Hiring Managers. 
• Provide recruitment expertise and consultative guidance throughout the hiring process. 
• Translate business requirements into effective talent acquisition strategies. 
• Collaborate with People Partners, Talent Acquisition colleagues and business leaders to ensure alignment between hiring needs and recruitment delivery.

Analytics and Reporting

• Monitor and report on technical recruitment metrics and pipeline health. 
• Analyse recruitment trends and identify opportunities for continuous improvement. 
• Monitor and analyse: Time to fill, Quality of Hire, Source effectiveness, Offer Acceptance Rates, Pipeline Health, Recruitment Productivity, Candidate Experience Metrics, Diversity and Employment Equity outcomes.
• Provide regular updates and market intelligence reports to the Talent Acquisition Manager and relevant stakeholders. 
• Identify recurring trends, risks, and process improvement opportunities.
• Use analytics to improve sourcing effectiveness, capacity planning, and hiring outcomes.
• Track progress against recruitment KPIs and service level agreements.
• Leverage use of AI, PowerBI, Confluence and other tools to enhance and maintain the recruitment process..
   

Living the Spirt:

• Bring fresh ideas and innovative recruitment approaches to attract top talent.
• Drive an efficient recruitment process to fill roles quickly and effectively.
• Build strong relationships with hiring managers, agencies, and key stakeholders.
• Take ownership, show initiative, and find solutions to recruitment challenges.
• Create an inclusive, positive, and engaging candidate experience.
• Work collaboratively across teams to achieve hiring goals.
• Use recruitment data and feedback to continuously improve results.
• Embrace new opportunities with enthusiasm, adaptability, and a people-first mindset.
   

The Company We Keep: 

At BET Software, we don't just recruit talent, we cultivate it. Our learning and development programmes, our various opportunities for growth, and our well-deserved incentives are what keep our All-Star Team the best amongst the rest.