Talent Acquisition Specialist

As a Talent Acquisition Specialist, you will be part of CXG’s Global People Team, reporting directly to the Chief People Officer. Throughout this maternity cover, you will lead end-to-end recruitment across CXG’s offices worldwide, supporting our global growth by attracting and hiring the best talent. You will also oversee global mobility processes and contribute to People initiatives that enhance employee experience and operational effectiveness.

Your responsibilities:

1. Global Talent Acquisition

• Lead recruitment for CXG’s offices across EMEA, Americas, and APAC regions, and remote hires.
• Manage the full recruitment lifecycle including job postings, CV screening, HR interviews, assessments, interview coordination, and offer preparation.
• Partner closely with hiring managers to understand role requirements and ensure an efficient, aligned recruitment process.
• Use LinkedIn Recruiter and other sourcing tools to identify and engage top talent globally.
• Conduct first-round interviews to assess competencies, experience, and cultural fit.
• Enhance the overall candidate experience by ensuring clear communication and smooth process flow.
• Support recruitment-related initiatives including employer branding, policy updates, and improvements to hiring tools and workflows.

2. ATS Migration

• Support the ATS migration project end-to-end, including data transfer, workflow setup, testing, and go-live.
• Train hiring managers and internal users on the new system and provide ongoing support after launch.
• Ensure data accuracy and continuity of live recruitment processes throughout the transition.
• Coordinate with the vendor and internal stakeholders to resolve issues and keep the project on track.

3. Systems, Tools & Vendor Management

• Manage core People systems including Factorial, Workable, HR SharePoint, and other AI tools.
• Coordinate with external vendors when required and provide feedback on system performance or tool suitability.

4. Global Mobility

• Lead global mobility processes, including geographical relocations and departmental/internal moves.
• Meet with employees to understand their motivations, plans, and readiness for mobility, and provide guidance on available options.
• Coordinate the full mobility cycle with HRBPs, managers, and employees to ensure smooth, compliant, and well-supported transitions.