Overview

We are seeking a dynamic and results-oriented Talent Acquisition Strategy & Branding Specialist to join our global Talent Acquisition team. This pivotal role is designed to significantly enhance Puffy's ability to attract, engage, and hire the top talent worldwide by strategically integrating employer branding, operational excellence, and data analysis into our talent acquisition framework. You will be responsible for shaping our TA approach, amplifying our employer brand to connect with diverse talent pools, optimizing recruitment processes for efficiency and experience, and leveraging data to drive continuous improvement. This is a unique opportunity to impact the full talent acquisition lifecycle, measurably improve key TA metrics such as time-to-fill, cost-per-hire, and quality of hire, and build Puffy's reputation as a premier employer of choice.

Compensation: Competitive salary range of AED 14,000 - AED 20,000/month based on experience and qualifications, with opportunity for up to 10% performance bonus, all tax-free. This transparent range represents our full compensation spectrum, with specific offers determined by relevant experience and demonstrated expertise.

What You'll Achieve

Talent Acquisition Strategy Development (30%)

• Partner with TA leadership and business stakeholders to develop and refine comprehensive talent acquisition strategies aligned with Puffy's growth objectives and workforce plans.

• Translate business objectives into actionable TA strategies with clear KPIs and expected ROI.

• Conduct market research and talent mapping to identify key talent pools, competitor intelligence, and sourcing channel effectiveness.

• Define target candidate personas and tailor attraction strategies for critical roles and diverse talent segments globally.

• Contribute to workforce planning discussions, providing insights on talent availability and market trends.

• Evaluate and propose innovative sourcing techniques and technologies to enhance talent pipelines.

  
  

Lead Employer Branding Initiatives (30%)

• Develop and execute a data-informed, multi-platform employer branding strategy (LinkedIn, Glassdoor, Instagram, emerging platforms) tightly integrated with the overall TA strategy.

• Create and curate compelling, authentic content (posts, Reels, Stories, blogs, employee spotlights, testimonials) showcasing Puffy's culture, values, EVP, and career opportunities. Manage content calendar for consistent, high-impact messaging.

• Manage and optimize Puffy's presence on employer review sites and professional networks.

  Capture authentic employee stories through various media (photo, video, interviews) to build trust and excitement about working at Puffy.

• Measure and report on the impact of employer branding activities on candidate pipeline quality, volume, and application conversion rates.

• Partner with Marketing to ensure brand consistency and alignment between corporate and employer brands.

Recruiting Operations Optimization & Continuous Process Improvement (20%)

• Analyze existing recruitment processes, workflows, and candidate experience touchpoints end-to-end.

• Identify and implement process and technology improvements (including managing tools like Gleen chatbots) to demonstrably reduce friction, accelerate hiring velocity, and enhance candidate/hiring manager satisfaction.

• Collaborate with the TA team to optimize job descriptions, candidate communications, and interview processes for effectiveness and efficiency.

• Stay updated on recruitment best practices, technology trends, and compliance requirements.

Data & Reporting (20%)

• Analyze key TA metrics across the funnel (e.g., source effectiveness, time-to-fill, cost-per-hire, quality of hire, diversity metrics, candidate experience scores, employer branding ROI).

• Utilize analytics tools (e.g., ATS reporting, LinkedIn Insights, Google Analytics) to monitor performance, identify trends, and generate actionable insights.

• Develop and maintain dashboards/reports to communicate TA performance and the impact of initiatives to stakeholders.

• Provide data-driven recommendations to optimize TA strategies, channel mix, and operational processes.

Ideal Profile

• Minimum 3+ years of experience in Talent Acquisition, with demonstrated success across multiple facets like TA Strategy, Employer Branding, Recruitment Marketing, Recruiting Operations, or TA Analytics.

• Proven ability to develop, implement, and measure strategic initiatives that achieve tangible improvements in talent acquisition outcomes.

• Strong understanding of employer branding principles and hands-on experience creating content and managing impactful campaigns across platforms like LinkedIn, Glassdoor, and Instagram. Basic skills in video/photo editing tools (e.g., Canva, Adobe Creative Cloud) are advantageous.

• Highly analytical mindset; skilled in using data and analytics tools to track performance, derive insights, and inform decisions.

• Familiarity with the end-to-end recruitment lifecycle and associated technologies (ATS, CRM, sourcing tools, chatbots like Gleen).

• Excellent communication, compelling storytelling, and strong stakeholder management skills; ability to collaborate effectively with TA, Marketing, and Business Leaders.

• Strong business acumen and a results-driven approach with a focus on ROI and continuous improvement.

• A proactive self-starter, capable of working independently and managing multiple priorities in a fast-paced environment.

Good-to-Have Skills

• Familiarity with AI tools for content creation, candidate engagement, or data analysis (e.g., AI-driven analytics, automated messaging).

• Prior experience implementing chatbots (e.g., Gleen) to enhance candidate experience and streamline recruitment processes.

• Experience in a global or distributed team environment is preferred.

Next Steps:

Click "Apply" to start your application today! We've optimized our recruitment process into 3 simple steps. We want to ensure that all applicants have a fair and equal chance, so we use our Phase 1 online assessment. This minimizes unconscious bias in our hiring process. Successful candidates will be invited to Phase 2 within one business day of the successful completion of Phase 1.