Technical Recruiter

Job Summary

The Technical Recruiter owns and executes the full-lifecycle hiring process for software engineering and technical professionals at Wicloudrwd. Core daily duties include driving outbound sourcing pipelines, collaborating with hiring managers to define rigorous evaluation criteria, facilitating interviews and phone screens, managing cross-functional offer processes, analyzing core recruitment data metrics, building strategic pipelines with Kigali-based universities, and ensure strict compliance with Rwandan labor standards.

Foundational Capabilities & Prerequisites

• Professional Recruitment Tenure: Possess no less than 5 years of professional recruitment experience, ideally focused heavily within IT, software engineering, or technical staffing environments.
• Local Sourcing Expertise: Deep proficiency in utilizing mainstream local recruitment networks, job boards, and talent hunting channels within the Kigali ecosystem.
• Educational & Institutional Connections: Solid, active connections and in-depth knowledge of engineering and computer science talent pools across local universities in Kigali.
• Regulatory Compliance Mastery: Highly familiar with local labor laws and relevant employment regulatory provisions of Rwanda governing contracts, benefits, and hiring practices.
• Linguistic Articulation: Excellent command of the English language, with the ability to use English proficiently as a daily working language for all recruitment-related documentation, interviews, and cross-functional communication.
• Operational Flexibility: Ability to work standard hours (Mon-Fri, 9 AM–6 PM) in Kigali City, while remaining available to stand by for emergent corporate cases or unexpected system schedules when required.

Preferred Professional Multipliers

• BPO/ITO Sector Familiarity: Prior experience managing high-volume or specialized recruitment pipelines within a Business Process Outsourcing or IT Outsourcing framework.
• Data-Driven Analytical Profile: Experience gathering and evaluating recruiting metrics such as time-to-fill, cost-per-hire, and candidate conversion rates to optimize sourcing channels.
• Process Engineering Skills: Proven ability to design structured interview loops, behavioral assessment sheets, and formal corporate onboarding paths.

Key Responsibilities

1. Outbound Sourcing & Engineering Talent Acquisition

• Initiate targeted outbound communications to identify, engage, and source prospective candidates for software engineering and specialized technical roles across junior, mid, and senior skill levels.
• Leverage local mainstream recruitment channels, social portfolios, and industry networks in Kigali to build a continuous, diverse pipeline of passive technical talent.
• Conduct initial phone screens and structured interviews, ensuring candidates align with technical baselines and corporate cultural indicators.
• Schedule, coordinate, and manage all subsequent evaluation steps across the candidate application journey, maintaining high-touch communication to maximize conversion rates.

2. Cross-Functional Alignment & Offer Management

• Collaborate closely with hiring managers to co-create highly accurate, complete job descriptions, objective hiring criteria, and role-specific technical assessment parameters.
• Partner with hiring managers, People team members, and executive leaders to orchestrate the final offer process.
• Guide the definition of competitive salary ranges, incentive frameworks, target start dates, and other pertinent contractual details in full alignment with business budgets.
• Manage final negotiations with selected candidates, acting as a transparent liaison to ensure a positive candidate onboarding experience.

3. University Relations & Ecosystem Integration

• Establish and nurture long-term strategic relationships with key stakeholders, career centers, and student associations at local universities in Kigali.
• Plan and execute targeted campus sourcing events, hackathons, or graduate intake programs to capture emerging software talent early.
• Maintain an organized database of local graduate talent pools to satisfy entry-level engineering requirements efficiently.

4. Process Optimization, Analytics & Playbook Governance

• Collect, track, and evaluate relevant recruiting metrics—such as time-to-fill, offer acceptance rates, and candidate assessment data—to refine current acquisition structures.
• Establish a comprehensive internal recruiting playbook designed to elevate and standardize talent acquisition methods to the next level.
• Ensure all recruitment activities, background screenings, and employment offers comply strictly with modern Rwandan labor laws and regulatory provisions.

Core Competencies & Recruitment Strengths

• Technical Sourcing Precision: The ability to read engineering profiles accurately, distinguishing between different software architectures, frameworks, and skill levels without relying blindly on keyword matching.
• Structured Data Analysis: Evaluating recruitment funnel data logically to find out which sourcing channels yield the highest-quality hires, allowing the team to spend resources smartly.
• Persuasive Executive Communication: Articulating company values, technical growth tracks, and compensation details clearly in English to earn the trust of high-caliber passive candidates.
• Regulatory Integrity: Applying local labor regulations carefully to ensure employment contracts, probation periods, and hiring metrics remain legally sound.
• Collaborative Relationship Engineering: Building strong partnerships with internal department heads and university leaders, aligning different perspectives around shared hiring goals.

Skills Required:

• Computer / Software / It / Data