End-to-End Talent Acquisition: Manage the full recruitment cycle for assigned vacancies in line with established processes, timelines, and quality standards. Partner with HR Business Partners and hiring managers to clarify vacancy requirements, candidate profiles, selection criteria, and sourcing priorities. Candidate Sourcing & Assessment: Identify and attract candidates through professional platforms, databases, internal and external sources, and other appropriate channels. Conduct preliminary screening, interviews, and candidate assessments using approved methodologies and tools, and prepare shortlists and recommendations for hiring managers and other decision-makers. Candidate Experience & Stakeholder Management: Maintain timely, professional, and transparent communication with candidates throughout the recruitment process. Build effective working relationships with hiring managers, HR Business Partners, and other stakeholders to ensure smooth and timely progression of vacancies. Assessment & Competency-Based Selection: Apply standardized recruitment and assessment methodologies, including structured interviews and competency-based assessment. Contribute to the development and review of competency models, candidate profiles, assessment criteria, interview frameworks, and other selection tools, ensuring objectivity, equal opportunity, and a non-discriminatory approach. Talent Pipelines & External Talent Pool: Build and maintain pools of prospective candidates and external talent pipelines for assigned areas. Develop relationships with professional communities, educational institutions, recruitment agencies, and other relevant talent sources to support current and future hiring needs. Employer Branding & Talent Attraction: Participate in initiatives aimed at strengthening Nazarbayev University’s employer brand and positioning the University as an attractive destination for high-quality talent. Support engagement with prospective candidates and external professional communities. Offers & Recruitment Handover: Prepare materials for employment offers in accordance with approved terms and compensation parameters, in coordination with the hiring manager and relevant HR functions. Ensure timely and complete transfer of approved hiring decisions and required documentation to HR Operations & Employee Relations for employment formalization. Academic & Specialized Recruitment: Support recruitment of faculty and other specialized employee groups in accordance with established recruitment procedures and the decision-making authorities of academic bodies and other authorized university officials. Recruitment Data & Process Improvement: Maintain accurate and timely vacancy and candidate information in recruitment systems, databases, and other working tools. Provide data on recruitment timelines, sourcing channels, candidate progression, and other established metrics, and contribute to initiatives aimed at improving recruitment processes, standards, and tools. Digital Recruitment Tools: Administer relevant recruitment platforms and tools, including vacancy publication, user roles and permissions, candidate assessment and testing functionality, and other system features. Participate in testing and implementation of digital solutions supporting talent acquisition and assessment.