01Key Responsibilities
Translate job requirements into skill, title, company, domain and transferable-experience search hypotheses.
Use approved AI and search tools to discover candidates and adjacent talent pools, reviewing results manually.
Create personalized outreach from factual profile information without fabricating familiarity.
Tag and maintain candidate skills, availability, location and engagement accurately in ATS/CRM.
Identify scarcity, compensation or location constraints and propose evidence-based alternatives.
Avoid inferring protected or sensitive characteristics from names, images or profiles.
Track response, conversion and source-quality metrics.
Build reusable talent maps for banking, fintech, e-commerce, property, travel, AI and engineering domains.
AI-enabled ways of working:
Use approved GenAI copilots, enterprise search/RAG, analytics and workflow agents to reduce repetitive work and improve decision preparation.
Keep prompts, outputs and automated actions within approved data-access, confidentiality and retention rules.
Correct inaccurate summaries, classifications or recommendations before they become customer, operational or system records.
Feed recurring AI errors, knowledge gaps and process friction into product, documentation and control improvement.
Human accountability: AI is a copilot, not the accountable decision-maker.
The role holder remains responsible for judgement, quality, privacy, security and appropriate escalation.
Credit, fraud blocking, legal/regulatory, financial advice, safety-critical, clinical, employment and other high-impact decisions must follow delegated authority and required human review.
Success Measures:
Relevant pipeline depth increases
Response and shortlist conversion improve
Search time reduces
Candidate data remains accurate and privacy-compliant .
