Sr. Executive - Talent Acquisition

Driven by transformative digital technologies and trends, we are RIB and we’ve made it our purpose to propel the industry forward and make engineering and construction more efficient and sustainable. Built on deep industry expertise and best practice, and with our people at the heart of everything we do, we deliver the world's leading end-to-end lifecycle solutions that empower our industry to build better.

With a steadfast commitment to innovation and a keen eye on the future, RIB comprises over 2,500 talented individuals who extend our software’s reach to over 100 countries worldwide. We are experienced experts and professionals from different cultures and backgrounds and we collaborate closely to provide transformative software products, innovative thinking and professional services to our global market. Our strong teams across the globe enable sustainable product investment and enhancements, to keep our clients at the cutting-edge of engineering, infrastructure and construction technology.

We know our people are our success – join us to be part of a global force that uses innovation to enhance the way the world builds.

Role Purpose

Own the end-to-end recruitment lifecycle for assigned Product-Lines, ensuring high-quality hiring outcomes aligned with RIB’s global hiring standards, Workday process governance, and evolving capability expectations (including AI fluency where applicable).

Key Responsibilities

1. End-to-End Recruitment Ownership

Manage full hiring lifecycle:

Lead discovery, calibration, and weekly cadence calls with hiring managers

Drive hiring timelines and ensure closure SLAs are met

2. Hiring Manager Partnership

Partner with hiring managers and HRBPs to:

Define role scope, job profile, and hiring strategy

Validate JD quality and alignment before posting

Challenge unclear requirements and ensure role clarity

3. Sourcing & Talent Strategy

Design a sourcing strategy across:

Direct sourcing

Employer branding channels

Agency partnerships (if needed)

Build pipelines for critical and recurring roles

4. Candidate Screening & Assessment

Conduct structured screening calls

Evaluate:

Functional fit

Behavioral alignment

(Where required) AI literacy / modern working capability

5. Interview & Selection Management

Define interview plan and panel structure

Schedule and coordinate interviews via Workday

Consolidate feedback and manage decision-making discussions

6. Offer Management & Closure

Drive offer discussions and approvals

Ensure alignment with compensation benchmarks and budget

Manage candidate negotiation and closure

7. Process Governance & Compliance

Ensure all hiring activities comply with:

Workday recruitment workflow

Global recruitment process and documentation standards

Maintain accurate tracking and reporting of hiring status

8. Recruitment Analytics & Reporting

Track and report key metrics:

Time to hire

Offer acceptance

Funnel conversion

Provide insights to improve hiring efficiency

9. Continuous Improvement & Transformation

Contribute to:

TA process improvements

AI-enabled recruitment practices

Employer branding initiatives

Requirements

Experience

6–10 years in Talent Acquisition / Recruitment

Experience in technology / product / global hiring environments preferred

Core Skills

Strong stakeholder management (global + local)

Data-driven recruitment decision-making

Structured interviewing and assessment capability

Strong sourcing capability (direct + passive hiring)

System Knowledge

Experience with ATS systems (Workday preferred)

Behavioral Competencies

Ownership mindset (end-to-end accountability)

Ability to work with stakeholders constructively

Strong communication and influencing skills

High attention to detail and process discipline

Future-Ready Capability (Important in RIB context)

Comfortable working with AI tools in recruitment OR

Demonstrated curiosity and adaptability to AI-driven workflows

Success Metrics

Time to hire (target based on role complexity)

Hiring manager satisfaction

Offer acceptance rate

Quality of hire

Pipeline quality/Converion Ratios

RIB may require all successful applicants to undergo and pass a comprehensive background check before they start employment. Background checks will be conducted in accordance with local laws and may, subject to those laws, include proof of educational attainment, employment history verification, proof of work authorization, criminal records, identity verification, credit check. Certain positions dealing with sensitive and/or third party personal data may involve additional background check criteria.

Come and join RIB to create the transformative technology that enables our customers to build a better world.

Building Better Together