Talent Acquisition

Key Responsibilities

Recruitment Strategy & Planning

Work with the CEO and department heads to forecast headcount needs and hiring priorities by quarter.

Design recruitment campaigns for key roles (Sales, Marketing, Production, Creative) aligned with company expansion.

Track and optimize recruitment funnel metrics — from sourcing to offer acceptance — ensuring a smooth and efficient process.

Proactive Talent Sourcing & Employer Branding

Actively source and engage potential candidates through LinkedIn, job platforms, communities, and referrals — even before roles are open.

Build and maintain a Talent Pool for critical positions to ensure hiring speed and quality.

Partner with the Marketing team to strengthen Employer Branding, creating content that shows Giftwise's culture, people, and career opportunities.

University & Internship Program Development

Build long-term partnerships with universities to create internship pipelines for Sales, Marketing, and Design.

Design the Giftwise Internship Program — from recruitment to onboarding to performance review.

Mentor and evaluate interns for potential conversion into full-time roles, creating a talent farm system for future hires.

Recruitment Operations & Data

Manage recruitment dashboards to monitor hiring progress, time-to-fill, and source effectiveness.

Create standardized interview frameworks and assessment tools to ensure consistent quality across all hires.

Collaborate with the People and Finance teams to align headcount growth with budget and performance targets.

What We Offer

A front-line role in building the next generation of Giftwise talent.

Opportunity to create and own the recruitment system for a company expanding from 30 → 100+ people.

Work directly with the CEO and leadership team to shape hiring strategy and culture.

Creative freedom to experiment with new sourcing channels and recruitment marketing ideas.

Qualifications

3–7 years of experience in Talent Acquisition, Recruitment, or Employer Branding, ideally in a fast-scaling business.

Proven success in proactive sourcing and building talent pipelines for commercial roles.

Strong communication and relationship-building skills with universities, candidates, and internal teams.

Experience creating or managing internship programs is a strong advantage.

Data-driven mindset with the ability to analyze recruitment performance metrics.