Talent Acquisition Lead

About the role

The Talent Acquisition Lead will own the end‑to‑end recruitment process, partnering with hiring managers and business leaders to attract, assess and hire high‑caliber talent that aligns with Allianz’s strategic objectives. This role ensures a seamless candidate experience while driving sourcing excellence and strengthening employer branding.

Key responsibilities

• Lead the full recruitment lifecycle for mid‑to‑senior, specialized and business‑critical positions, from requisition through offer and onboarding.
• Utilize diverse sourcing channels—including direct sourcing, professional networks, social media, agencies, employee referrals and talent databases—to attract top talent.
• Screen applications, conduct competency‑based interviews, assess suitability and present shortlists with clear hiring recommendations.
• Partner closely with hiring managers to define role specifications, candidate profiles and provide market insights.
• Support internal mobility, career development and transparent internal hiring practices.
• Build and maintain robust talent pipelines and candidate databases to reduce time‑to‑fill.
• Participate in employer branding activities such as career fairs, university engagements and recruitment campaigns.
• Monitor recruitment KPIs, analyse data, identify trends and recommend improvements to hiring effectiveness and candidate experience.

Required profile

• Proven experience managing end‑to‑end talent acquisition for mid‑senior level roles.
• Strong partnership skills with hiring managers and business leaders.
• Demonstrated ability to develop and maintain talent pipelines.
• Data‑driven mindset with experience tracking recruitment metrics.
• Excellent communication and stakeholder management abilities.

Required skills

• Experience with multiple sourcing channels (direct sourcing, professional networks, social media, recruitment agencies, employee referrals, talent databases).
• Competency‑based interviewing and assessment expertise.
• Talent pipeline and candidate database management.
• Recruitment metrics analysis and KPI monitoring.
• Employer branding and campus recruitment involvement.