HR Recruiting Analytics Specialist

About Us:

Hirestaff.ai is a leading global talent acquisition and staffing solutions provider, specializing in connecting businesses with top-tier professionals across various industries. We pride ourselves on our deep industry expertise, cutting-edge technology, and personalized approach to recruitment.

At Hirestaff.ai, we're committed to building long-lasting relationships with both clients and candidates, ensuring the perfect match for every role. We foster a collaborative and supportive work environment where our team members are empowered to excel and make a real impact in the world of talent acquisition.

About the Client

:Our Client is a leading Telecom Company having more than 300 stores across various states of USA

**.

Job Title: HR Recruiting Analytics Speciali**

**st

Locati** on: Karachi, Pakistan (On-si

**te)

Departm** ent: Human Resources / Talent Acquisition Position Sum

mary

The HR Recruiting Analytics Specialist is a hybrid role bridging the gap between high-volume talent acquisition and strategic data operations. This role is responsible for the full-cycle recruitment of critical roles while simultaneously acting as the "data engine" for the HR department. You will be expected to optimize hiring efficiency, manage HRIS data integrity, and transform raw recruitment data into actionable insights that guide leadership decision-ma

**king.

Key Responsibil**

**ities:

Data \& Analytics (The "Analytics**

• " Core)KPI Rep

orting: Maintain and update live dashboards tracking critical recruiting KPIs, including Time-to-Hire, Cost-Per-Hire, Offer Acceptance Rate, Source of Hire, and Pipeline Div

• ersity.Trend An

alysis: Analyze early-turnover and pipeline data to identify bottlenecks and present monthly/quarterly reports that inform strategic hiring dec

• isions.Predictive In

sights: Proactively flag retention risks based on recruitment data trends and support the leadership team in developing market-specific retention stra

• tegies.System Int

egrity: Manage HRIS data accuracy, ensuring seamless synchronization between ATS, payroll, and performance management s

ystems.Full-Cycle Recruitment (The "Recruiting

• " Core)Active So

urcing: Execute end-to-end recruitment for critical roles (e.g., Accounting, Payroll, HR, Technical), from active sourcing and screening to offer l

• etters.Pipeline Mana

gement: Manage requisitions across multiple platforms, ensuring high-quality candidate flow and reducing backlog for open roles older than 6

• 0 days.Screening Pre

cision: Implement rigorous screening filters for high-volume roles to ensure only candidates meeting technical and cultural criteria reach the interview

• stage.Manager Partn

ership: Collaborate with department heads to forecast staffing needs and align recruitment strategies with operational/budgetary

goals.HR Operations \& Onb

• oardingCandidate Expe

rience: Ensure a seamless journey from initial contact to onboarding, maintaining a high standard of communication and professio

• nalism.Comp

liance: Maintain strict adherence to confidentiality, labor law regulations, and internal HR audit sta

• ndards.Onboarding Effi

ciency: Oversee the candidate lifecycle to ensure all new-hire documentation, access, and training are ready by the star

**t date.

Required Qualifi**

• cations:Exp

erience: 3+ years in full-cycle recruitment, with a proven track record in data-driven HR roles (HR Analyst/Recruiting Spec

• ialist).Technical

Mastery: Advanced profici

ency in Microsoft Excel/Googl

e Sheets (Pivot tables, V-lookups, Charts) is mandatory. Proficiency in HRIS systems (e.g., FlowHCM, Zoho, Oracle, or similar) is r

• equired.Analytical

Mindset: Demonstrated ability to build and maintain dashboards (Power BI experience is a significan

• t plus).Commun

ication: Excellent verbal and written communication skills to influence hiring managers and manage candidate relati

• onships.Ed

ucation: Bachelor’s degree in HR, Business, or a relate

**d field.

Key Performance Indicators (KPIs) for**

• Success:Reduction in Time-to-Hire and Requisition
• Backlog.Accuracy and timeliness of monthly Recruitment Performance
• Reports.Quality of Hire (measured by 90-day retentio
• n rates).Efficiency in pipeline conversion (Interview-to-Offer

ratios).