• Own the full hiring cycle from brief to offer, spanning multiple countries and business functions.
• Keep talent pipelines warm and well-stocked so we are never starting from scratch when a new role opens.
• Hunt for great people before we need them - through LinkedIn, communities, events, referrals, and channels others have not thought of yet.
• Get deep into each team’s reality: what they’re building, who they need, what the market looks like, and what it will take to close.
• Keep the process moving - push back when needed, align stakeholders, and ensure every candidate gets a clear and timely experience.
• Grow our presence in the talent communities that matter - universities, professional networks, and niche industry circles across our key markets.
• Put Aerones on the map as a destination employer - tell our story at events, online, and through every touchpoint candidate experience.
• Use data to understand what is working: time-to-fill, pipeline quality, source effectiveness - and act on what you find.
• Pitch in on HR team projects beyond recruiting - onboarding, engagement, culture-building - because great talent strategy goes beyond filling seats.
• Work closely with our HR team to move the needle on our broader people agenda as Aerones grows.