Senior Talent Acquisition Specialist

Job Title

Senior Talent Acquisition Specialist

Location

Gulberg, Lahore, Pakistan

About The Vertical

The Vertical is a 360° real-estate development company focused exclusively on commercial outlets, premium commercial outlets and corporate offices. With the vision of
"Urban Excellence Delivered,"

we are committed to delivering high-quality commercial spaces in Lahore, always emphasizing trust, transparency, customer-centric design, innovation and excellence. Your role will contribute directly to scaling the organization through attracting, hiring and retaining top talent that will support our growth trajectory.

Role Summary

We are seeking a seasoned Senior Talent Acquisition Specialist to join our HR team. This role will lead full-cycle talent acquisition activities, partner with hiring managers across the business and implement strategic hiring initiatives to meet our aggressive growth targets. The person will act as a trusted advisor, build strong talent pipelines, refine employer branding, leverage ATS/data, and ensure an outstanding candidate experience.

Key Responsibilities

• Partner with business leaders and hiring managers to define hiring needs, role profiles, competencies, and workforce planning (short- and medium-term).
• Lead the end-to-end recruitment lifecycle: sourcing (both active and passive), screening, interviewing, selection, onboarding coordination.
• Develop and execute recruitment strategies aligned with business objectives (e.g., scaling sales team, tele-sales team, operations, IT, construction team, project planning team and facility management team) including creative sourcing channels (social media, LinkedIn, internal networks, referrals).
• Maintain and manage applicant tracking system (ATS) data, ensure candidate pipelines, track key metrics (time to hire, cost per hire, quality of hire, offer acceptance rates) and provide regular reporting to HR leadership.
• Build and strengthen employer brand and candidate experience: craft job ads, manage career page presence, liaise with marketing/HR for employer-branding campaigns, attend/organize recruitment events.
• Provide guidance, training and partnership to hiring managers: interview best practices, hiring process efficiency, candidate feedback/experience.
• Develop and maintain talent pipelines for critical positions..
• Mentor and/or supervise junior TA staff and contribute to continuous improvement of TA processes, tools and practices.
• Work closely with the HR Generalist post-onboarding to ensure hiring targets are achieved and that TA efforts are aligned with overall HR strategy (onboarding, training, engagement etc.).

Qualifications & Experience

• Bachelor's degree in Human Resources, Business Administration or a related field.
• Minimum 4+ years of in-house talent acquisition / recruitment experience (preferably in a medium-to-large organization), with demonstrable success in full-cycle recruiting and managing multiple hires across functions
• Strong experience with ATS systems and recruitment technologies, social and digital sourcing channels, candidate pipeline management.
• Excellent communication (written and verbal), strong interpersonal and stakeholder-management skills.
• Data-driven mindset: comfortable analyzing recruitment metrics, identifying trends, proposing improvements.
• Ability to manage multiple requisitions/projects simultaneously, prioritize effectively, and operate in a fast-paced, growth-oriented environment.

Key Competencies

• Strategic mindset and ability to translate staffing needs into actionable recruitment plans.
• Strong sourcing and networking skills (active & passive candidates).
• Business partnering orientation: ability to understand business goals and align recruitment accordingly.
• Candidate-centric mindset: ensuring positive candidate experience throughout the process.
• Adaptability/flexibility: able to respond to changing hiring priorities, expand into new functions.
• Integrity, confidentiality and professionalism in dealing with candidate and hiring manager information.
• Results-oriented: accountable for hiring metrics and continuous improvement.

Reporting & Team Context

• Reports to: Head of HR

Key Performance Indicators (KPIs)

• Time to fill (average days from requisition to acceptance)
• Offer acceptance rate
• Quality of hire (first-year performance, turnover of new hires)
• Candidate experience / feedback scores
• Pipeline / number of qualified candidates in funnel for key roles