About the position
COMPANY is one of the fastest-growing fintech companies in South Africa, building critical financial infrastructure and solving complex [Email Address Removed]ng is our single biggest lever for success. We’re looking for a Talent Acquisition Specialist to own and elevate how we hire across non-technical functions - improving quality of hire, reducing reliance on external agencies, and building a world-class candidate experience. This role is about raising the bar. You’ll act as a dedicated talent partner to non-technical teams, working closely with the relevant People Business Partner and business leadership to ensure we consistently hire exceptional talent that succeeds at COMPANY.
Key responsibilities
- End-to-end hiring
- Own the full recruitment lifecycle across non-technical roles (e.g. Customer Success, Growth, Finance, Legal, Operations)
- Partner with Hiring Managers and the People Business Partner to define role requirements and craft high-quality job specs
- Build and manage strong inbound and outbound pipelines
Functional alignment & business partnership
- Act as the primary talent partner for your aligned business functions
- Work closely with the People Business Partner and business leadership to align hiring with team priorities
- Develop a deep understanding of team structures, hiring needs, and capability gaps
Screening & quality control
- Conduct structured, high-signal screening to assess candidate quality before Hiring Manager involvement
- Act as a quality gatekeeper, pushing back when the bar is not met
- Continuously improve how we assess candidates across different functions
Interview design & assessment
- Design and evolve interview processes, scorecards, and assessments to ensure consistent, high-quality hiring decisions
- Calibrate with hiring managers and interviewers to maintain a high hiring bar
Candidate experience
- Own and continuously improve the candidate experience end-to-end
- Ensure all candidate interactions reflect COMPANY’s high standards, speed, and attention to detail
Speed & execution - Run fast, efficient processes across multiple roles simultaneously
- Ensure interviews are well-structured, coordinated, and high signal
- Remove friction for Hiring Managers wherever possible
Sourcing & pipeline building
- Proactively source high-quality candidates using creative and data-driven approaches
- Build long-term relationships with strong candidates across relevant functions
- Reduce dependency on agencies by building strong internal pipelines
Offer management & closing
- Own offer processes, including structuring, negotiation, and closing candidates
- Partner with Hiring Managers and leadership to secure top talent in competitive markets
Agency ownership (where needed)
- Manage and optimise relationships with external recruiters for niche roles
- Set clear expectations and hold partners accountable for quality
Data & continuous improvement
- Use data to inform and improve hiring decisions and processes
- Track funnel performance and identify areas for optimisation
Quality of hire & feedback loops
- Track and continuously improve quality of hire
- Use post-hire performance and probation outcomes to refine hiring decisions and processes
Stakeholder enablement
- Coach and support Hiring Managers to improve interview quality and consistency
- Drive alignment on hiring standards and decision-making
AI & automation
- Leverage AI tools and automation to streamline sourcing, screening, coordination, and communication
- Continuously identify opportunities to reduce manual work and improve efficiency
- Stay at the forefront of modern recruiting practices
Process & strategy
- Design and evolve hiring processes that balance speed and quality
- Translate business hiring needs into effective recruiting strategies in partnership with the People Business Partner
- Contribute to employer brand by shaping how COMPANY shows up to candidates
Requirements
- 4+ years of experience in recruiting across non-technical roles
- Proven track record of hiring high-quality candidates in fast-paced environments
- Strong ability to assess candidate quality and generate clear hiring signals
- Experience partnering with a variety of business functions (e.g. commercial, operations, finance, etc.)
- Comfortable operating with a high degree of autonomy while partnering closely with stakeholders
- Strong stakeholder partner - able to influence and push back constructively
- Highly organised and able to manage multiple roles without dropping the ball
- Excellent communication skills and strong attention to detail
Ideal candidate
- Demonstrates a strong commitment to quality of hire, not just filling roles
- Highly proactive, with a bias toward action and the ability to operate without direction
- Able to move quickly while maintaining strong judgment and decision-making standards
- AI-savvy, with a continuous focus on automation and improving efficiency
- Takes full ownership of problems and drives outcomes end-to-end
- Motivated by building and improving systems, not just maintaining existing processes
What success looks like
- We consistently hire high-quality talent across non-technical functions
- New hires are high-performing and successful in their roles
- Improved probation pass rates through better hiring decisions
- Hiring managers are unblocked and supported
- Our reliance on external recruiters decreases significantly over time
- Candidates have a fast, thoughtful, and high-quality experience
- COMPANY consistently attracts top-tier talent
Desired Skills:
- Assessment
- Interviewing
- Recruitment
- Sourcing
- Talent Acquisition
