Talent Acquisition Coordinator

We are hiring a Talent Acquisition Coordinator to run hiring day to day: sourcing, screening, scheduling, and making sure nobody falls through the gap between a first call and an offer. You work with the engineering, sales and product leads who interview, and you own the parts of the process that decide whether candidates experience us as organised or as chaotic.

• Source candidates across LinkedIn, referrals and communities, and run first-pass screening against a brief you agreed with the hiring manager.
• Own scheduling end to end: interview loops, panel availability, reminders, and the reschedules that always happen.
• Keep every candidate informed — including the ones we turn down, inside a timeframe we commit to publicly.
• Maintain the applicant records so pipeline and time-to-hire are real numbers instead of guesses.
• Write and refresh job posts with the hiring manager so they describe the role that actually exists.
• Coordinate offers and pre-boarding with the hiring manager and finance.
• Run first-week onboarding logistics: accounts, equipment, and introductions.
• Report on funnel health and say plainly where candidates are dropping out and why.

• 2+ years in recruitment coordination or in-house talent acquisition.
• Organised in a way that survives a busy week — nothing forgotten, nothing double-booked.
• Confident written and spoken English and Arabic; candidates and managers move between both.
• Comfortable with an ATS, or a spreadsheet you keep as well as one — and honest about what the numbers say.
• Able to represent the company well in a candidate's first conversation with us.
• Discretion with personal data — CVs and salary conversations stay where they belong.

• Technical hiring experience — you can tell a Flutter CV from a React one without asking.
• Employer-branding work: careers pages, posts, and events.
• University and community hiring pipelines in Egypt.
• Familiarity with an HRIS and how hiring data flows into it.

Hiring here is a small, deliberate process rather than a funnel to fill. Interviewers prepare, feedback is written the same day, and a candidate who is not right for a role is told so quickly rather than left waiting. You are trusted to push back when a brief is vague or an interview loop is wasting people's time.