年薪1000000~2500000元 台北市內湖區 5年工作經驗 3天前更新
Full-Cycle Recruiting
• Manage recruiting from intake to offer acceptance across multiple functions and levels, including leadership hires when needed.
• Run structured intake meetings to define role scorecards, must-have competencies, compensation ranges, and interview processes.
• Source actively using a mix of outbound, inbound, referrals, and community-based approaches. Maintain a high-quality pipeline at all times.
• Coordinate interview loops, ensure consistent evaluation, and drive timely decision-making.
Hiring Process and Quality Control
• Develop and maintain role scorecards, interview question banks, and consistent evaluation rubrics to reduce bias and improve signal quality.
• Own candidate experience: clear communication, fast scheduling, respectful feedback, and high professionalism.
• Partner with leadership on compensation and offer strategy. Ensure offers are competitive and consistent with internal leveling.
• Maintain compliance with local employment practices and coordinate with legal when needed.
Global Talent Strategy
• Build sourcing strategies by region (Taiwan, Singapore, US, Middle East, and other priority markets) and by function.
• Develop talent maps for high-priority roles and maintain competitive intelligence on hiring trends and compensation.
• Build relationships with key universities, communities, and industry events relevant to ZB’s talent needs.
Recruiting Operations and Analytics
• Own recruiting systems and data integrity (ATS hygiene, pipeline stages, notes, and reporting).
• Track and report key metrics: time to fill, pipeline conversion, offer acceptance, source quality, and hiring manager responsiveness.
• Implement process improvements to reduce cycle time while protecting hiring quality.
• Maintain documentation: SOPs, templates, and onboarding coordination checklists.
Onboarding and Early Success Support
• Partner with HR and hiring managers to ensure a strong onboarding experience and clear first-90-day goals for new hires.
• Identify and address early-stage hiring friction: unclear role scope, slow decision-making, or weak pipeline sources.
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