Recruitment and Employer Branding specialist with German and English

Independently manage end-to-end recruitment processes.

Collaborate with managers to clarify recruitment needs and requirements.

Create and publish job advertisements on recruitment portals and social media platforms.

Actively source candidates through direct search and headhunting methods.

Screen applications and conduct interviews in Polish, English, and German.

Assess candidate competencies and recommend the most suitable candidates for further recruitment stages.

Coordinate recruitment interview schedules.

Maintain ongoing communication with candidates and ensure a high-quality Candidate Experience.

Cooperate with recruitment agencies and HR service providers.

Prepare recruitment reports, analyses, and performance metrics.

Support employer branding initiatives.

Build and maintain candidate databases in compliance with applicable personal data protection regulations.

Timely delivery of assigned recruitment projects.

Ensuring the quality of the recruitment process and candidate experience.

Maintaining accurate recruitment documentation.

Protecting candidates' personal data.

Effective collaboration with managers and business partners.

Bachelor's degree or higher (preferred fields: Human Resources Management, Psychology, Business Management, Sociology, or related disciplines).

Minimum of 3–5 years of experience managing recruitment processes, preferably within retail/trading or logistics companies with international ownership.

Experience recruiting for managerial positions is considered an advantage.

Knowledge of modern candidate sourcing techniques.

Very good command of English (minimum B2/C1 level).

Very good command of German (minimum B2/C1 level).

Ability to conduct interviews in foreign languages.

Knowledge of recruitment tools and Applicant Tracking Systems (ATS).

Strong relationship-building skills with candidates and business stakeholders.

Excellent communication and organizational skills.

Self-motivation, initiative, and a results-oriented approach.

Good knowledge of the MS Office suite.

Time to Hire.

Time to Fill.

Number of successfully completed recruitment projects.

Quality of hired candidates.

Candidate and hiring manager satisfaction.

Effectiveness of candidate sourcing channels.