Talent Acquisition Lead

Invictux

1. Recruitment Strategy & Workforce Planning:

• Collaborate with leadership to define hiring needs for internal functions and client projects.
• Build and execute tailored recruitment strategies for cybersecurity and technical roles.
• Plan workforce allocation based on project timelines and anticipated business growth.
• Develop short-term and long-term talent pipelines (local and remote).

2. Full-Cycle Technical Recruitment:

• Draft clear, technically aligned job descriptions in line with cybersecurity frameworks.
• Source cybersecurity professionals through LinkedIn Recruiter, referrals, and industry communities.
• Screen candidates for technical competence, certifications, and cultural alignment.
• Conduct initial interviews and coordinate technical assessments with hiring teams.
• Manage the full interview process in coordination with hiring managers and technical leaders.

3. Technical Stakeholder & Hiring Manager Alignment:

• Serve as a recruitment advisor to technical leaders (SOC, GRC, Engineering, PMO).
• Collaborate with hiring managers to define job requirements and selection criteria.
• Ensure seamless communication and alignment across hiring teams and departments.

4. Candidate Experience & Employer Brand:

• Position Invictux as a leading cybersecurity employer of choice.
• Ensure a professional, engaging, and efficient candidate experience.
• Promote the company s culture, mission, and project exposure to attract high-caliber talent.
• Support employer branding initiatives through social media, events, and talent outreach.

5. Recruitment Operations & Performance:

• Maintain accurate candidate data and hiring progress in the ATS and recruitment trackers.
• Track, analyze, and report on key hiring KPIs (time-to-fill, quality-of-hire, source efficiency).
• Continuously improve recruitment workflows and evaluation frameworks.
• Stay informed of market trends, salary benchmarks, and cybersecurity talent dynamics.

Cybersecurity Talent Focus:

The Talent Acquisition Lead will primarily source and hire for roles such as:

• SOC Analysts (L1, L2, L3)
• Penetration Testers / Ethical Hackers
• Incident Response Engineers
• Security Operations Engineers
• Security Architects
• GRC / Compliance Specialists
• Threat Intelligence Analysts
• Security Project Managers
• Pre-Sales / Solution Consultants (Cyber)
• Supporting roles: HR, Sales, PMO (as needed)

Internal Relationships:

• Leadership & Technical Teams: Collaborate on workforce planning and role definition.
• HR Team: Align recruitment processes with company policies and onboarding workflows.

External Relationships:

• Vendors & Recruitment Partners: Coordinate for niche and large-scale hiring needs.
• Industry Communities & Networks: Build relationships with cybersecurity professionals and forums.