Talent Sourcing Specialist

J. Awan & Partners

Mission / Purpose of the Role

The Talent Sourcing Specialist will play a critical role in enabling J. Awan & Partners to attract and engage top-tier talent across governance, risk, compliance, sales, investment, and technology roles within the financial services sector. The specialist will proactively identify and build high-quality talent pipelines, leveraging deep market knowledge, research expertise, and strong collaboration with stakeholders to ensure the organization hires the right people efficiently and effectively.

12 18 Month Mission Outcomes ( What Success Looks Like )

Build and maintain high-quality talent pipelines across GRC, sales, investment, and technology roles.

Success Metrics / Measures:

• Active pipelines for key roles maintained
• 95% of roles with at least 3 pre-qualified candidates ready for shortlisting

Proactively source and engage top-tier candidates using multiple channels.

Success Metrics / Measures:

• Qualified candidates sourced monthly
• Good response/engagement rate from outreach

Conduct market mapping and competitor analysis to identify top talent.

Success Metrics / Measures:

• Detailed market insights reports delivered
• Identified candidates from mapping successfully progressed to interviews

Draft and manage compelling job advertisements aligned with brand and D&I standards.

Success Metrics / Measures:

• Job adverts posted on time
• Increase in high-quality applications
• Alignment with employer brand and diversity targets

Conduct candidate screening, assessment, and verification effectively.

Success Metrics / Measures:

• Shortlisted candidates meet role requirements
• Reduced time-to-shortlist
• Minimal candidate drop-offs post-screening

Deliver high-quality candidate shortlists and summaries to stakeholders.

Success Metrics / Measures:

• Stakeholder satisfaction ratings
• Timely delivery of shortlists
• Quality of candidate summaries (experience, achievements, alignment)

Collaborate closely with Head of Talent Solutions to adjust strategies.

Success Metrics / Measures:

• Regular updates provided
• Sourcing strategies adjusted based on feedback
• Increased efficiency in filling roles

Maintain positive candidate relationships and professionalism throughout recruitment.

Success Metrics / Measures:

• Candidate satisfaction scores
• Positive feedback from candidates
• Confidentiality maintained

Key Responsibilities:

• Prepare and present high-quality candidate shortlists to the Head of Talent Solutions.
• Provide detailed candidate summaries highlighting experience, achievements, and alignment to role requirements.
• Maintain regular communication with the Head of Talent Solutions regarding pipeline progress and market insights.
• Adjust sourcing strategies based on feedback and evolving client requirements.

Success Indicators:

• Shortlists delivered on time with high accuracy.
• Stakeholder satisfaction with candidate quality and reporting.
• Sourcing strategies updated as per feedback.

Relationship Management

Key Responsibilities:

• Build strong relationships with candidates to ensure positive engagement throughout the recruitment process.
• Maintain confidentiality and professionalism in handling sensitive candidate and client information.
• Provide candidates with accurate information regarding roles, expectations, and timelines.

Success Indicators:

• High candidate satisfaction and engagement scores.
• Confidentiality and professionalism maintained consistently.
• Accurate and timely communication with candidates.

Core Competencies

• End-to-End Recruitment Expertise
  Proven ability to manage the full recruitment lifecycle, from sourcing and engagement to assessment, shortlisting, and placement of candidates across financial services roles.
• Sector-Specific Talent Acquisition
  Demonstrated experience recruiting for Governance, Risk & Compliance (GRC), Sales and Business Development, Investment and Asset Management, and Technology roles (IT, cybersecurity, data, fintech, digital transformation).
• Market Sourcing & Talent Attraction
  Strong capability to proactively identify and engage candidates using LinkedIn Recruiter, job boards, professional networks, referrals, and targeted headhunting.
• Candidate Assessment & Selection
  High proficiency in screening resumes, conducting pre-interview assessments, evaluating technical skills, sector experience, cultural fit, and motivation.
• Communication & Stakeholder Engagement
  Excellent verbal and written communication skills, with ability to collaborate effectively with internal stakeholders and maintain positive candidate relationships.
• Attention to Detail & Multi-Role Management
  Ability to manage multiple recruitment processes simultaneously with high accuracy and strong organizational skills.

Role-Specific Competencies

• Strong understanding of financial services industry structures and regulatory environments.
• Experience in applicant tracking systems (ATS) and recruitment technologies.
• Demonstrated ability to deliver tasks on time, meet stakeholder expectations, and adapt sourcing strategies based on evolving requirements.
• Uphold confidentiality and professionalism in candidate and client interactions.
• Ability to operate effectively in a fast-paced, dynamic recruitment environment.