Full-Cycle Technical Recruitment Manager

Lean Solutions Group (LSG) is a next-generation solutions provider combining AI-driven automation, industry expertise, and tech-powered talent. Built in the demanding Supply Chain sector, our model now supports 600+ clients across multiple industries, powered by 10,000+ employees in five countries. We help businesses achieve immediate efficiency, long-term resilience, and scalable growth by integrating intelligent technology, optimized processes, and high-performance teams.

At LSG, we believe in your talent and your potential. Join a multicultural, people-first environment where you can grow, sharpen your skills, and unlock new career opportunities. Here, every day brings fresh challenges, collaboration, and purpose.

• Our Mission: Transform business challenges into lasting success through purpose-built teams, technology, and expertise.
• Our Vision: A world where people, empowered by technology, turn any challenge into a catalyst for growth.

Key Responsibilities:

Full-Cycle Technical Recruitment

• Manage the end-to-end recruitment process, from requisition intake and sourcing through interviews, offer negotiation, and onboarding.
• Prioritize and manage recruitment for critical technical roles, including IT Project Manager, L1 Helpdesk Support Specialist, L2 Technical Enabling Specialist (AI Platform Support), Client Technical Engineer (AWS Cognitive Engineering), and Tech Delivery Manager, while also supporting and processing other technical and IT positions requested by clients and internal stakeholders based on business priorities and hiring demand.
• Recruit across a broad range of technical functions, including Software Engineering, IT Infrastructure, Cloud, Data, DevOps, Cybersecurity, IT Support, and other specialized technology roles.
• Partner with hiring managers to understand business requirements, define technical competencies, calibrate candidate profiles, and establish clear selection criteria.
• Conduct structured behavioral and technical pre-screening interviews to evaluate candidate qualifications, experience, communication skills, and overall fit.
• Develop effective candidate closing strategies, manage salary expectations, and support offer negotiations to achieve strong offer acceptance rates.
• Maintain consistent communication and engagement with candidates throughout the recruitment journey to deliver a positive, high-touch candidate experience.

Strategic Sourcing & Talent Pipeline Development

• Develop and execute multi-channel sourcing strategies using LinkedIn Recruiter, Boolean search, job boards, technical communities, social media, referrals, and other innovative sourcing channels.
• Proactively identify and engage passive candidates for niche, specialized, and hard-to-fill technical positions.
• Build and maintain qualified talent pipelines to support both immediate hiring needs and future workforce requirements.
• Conduct ongoing talent market research to understand skill availability, emerging technology trends, candidate behavior, and competitive compensation benchmarks.
• Continuously test and improve sourcing techniques to increase candidate quality, pipeline conversion, and recruitment efficiency.

Stakeholder Partnership & Recruitment Advisory

• Serve as a trusted recruitment partner and advisor to hiring managers, technical leaders, and business stakeholders.
• Provide data-driven insights on talent availability, market conditions, candidate quality, compensation expectations, and hiring timelines.
• Establish realistic hiring expectations and proactively identify potential recruitment challenges or bottlenecks.
• Facilitate candidate calibration sessions and ensure alignment between Talent Acquisition and hiring teams throughout the selection process.
• Provide timely updates on recruitment progress, pipeline health, and hiring risks.

Recruitment Operations & Data Management

• Maintain accurate and up-to-date candidate information, interview stages, and recruitment activity within the Applicant Tracking System (ATS).
• Monitor and report key recruitment metrics, including time-to-fill, source of hire, pipeline conversion, interview-to-hire ratio, offer acceptance, and SLA compliance.
• Ensure recruitment activities are aligned with established processes, service-level agreements, and hiring targets.
• Identify opportunities to improve recruitment workflows, sourcing effectiveness, candidate experience, and overall hiring efficiency.

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• Leverage recruitment technology and data to make informed decisions and continuously improve hiring outcomes.

Qualifications:

• 2–4 years of experience in Technical, IT, or Technology Recruitment, preferably managing full-cycle recruitment in a high-volume, fast-paced, or global environment, with a demonstrated track record of successfully hiring technical professionals across multiple levels and technology disciplines.
• Strong understanding of technical skill sets and terminology across software development, data engineering, cloud/infrastructure, DevOps, cybersecurity, IT support, systems administration, and other technology functions, with the ability to understand technical job requirements and translate them into effective sourcing and candidate assessment strategies.
• Hands-on experience with LinkedIn Recruiter, ATS platforms, Boolean search, job boards, and other sourcing technologies, with familiarity in technical recruitment trends, talent markets, and competitive compensation practices.
• Strong candidate assessment skills, including the ability to evaluate technical resumes, conduct structured behavioral and technical pre-screening interviews, and assess candidate motivation, communication, cultural alignment, and overall suitability.
• Excellent verbal and written English communication skills, with strong interpersonal, negotiation, influencing, stakeholder management, and candidate-closing abilities.
• Highly organized, detail-oriented, and capable of managing multiple technical requisitions simultaneously while maintaining a strong sense of urgency, ownership, and accountability for recruitment results.
• Data-driven mindset with the ability to use recruitment metrics to identify trends, improve sourcing and hiring strategies, and consistently meet hiring targets, recruitment SLAs, and business expectations.
• Comfortable working in a fast-paced, high-growth, and globally distributed environment, partnering effectively with hiring managers, technical leaders, and business stakeholders.

What Success Looks Like:

• Consistently delivers qualified technical candidates within agreed hiring timelines.
• Builds strong and sustainable pipelines for both active and passive technical talent.
• Maintains high-quality candidate submissions and strong interview-to-hire conversion.
• Partners effectively with hiring managers and becomes a trusted advisor on technical talent markets.
• Delivers a positive and professional candidate experience throughout the recruitment lifecycle.
• Uses recruitment data, technology, and market intelligence to continuously improve hiring outcomes.