EBKL -Talent Acquisition Officer at Equity Bank Kenya

The Role Purpose

• The Talent Acquisition Specialist (Technology & General Recruitment) will support the Bank’s Talent Acquisition function with a dual focus on both technology and general hiring across entry-level and experienced roles. The role will drive agile, end-to-end recruitment activities, including sourcing, attracting, and engaging high-calibre candidates across diverse talent segments. It will leverage innovative, data-driven sourcing strategies and design thinking approaches to optimise talent search and selection processes. The position is accountable for delivering defined recruitment metrics, while building strong talent pipelines for both critical technology capabilities and broader business roles in support of the Bank’s growth and digital transformation agenda.

The Key Responsibilities

• Leverage diverse sourcing channels (including digital platforms, talent marketplaces, and tech communities) to attract high-quality candidates and build a consistent candidate pool.
• Establish effective recruitment strategies incorporating innovative and data-driven sourcing techniques to improve quality of hire and reduce time-to-fill.
• Build and maintain strong working relationships with hiring managers and interface with all levels of management to meet the talent requirements.
• Drive end-to-end recruitment processes, ensuring compliance with governance requirements through proper documentation, candidate due diligence, and validation of qualifications, certifications and experience.
• Establish and maintain diverse talent pipelines, with a deliberate focus on critical skills, emerging technology capabilities, and inclusive hiring practices.
• Maintain accurate and audit-ready recruitment records, ensuring all recruitment activities, decisions, and documentation are properly captured in line with policy and regulatory requirements.
• Utilize digital recruitment tools (e.g., LinkedIn Recruiter and other platforms) to actively source, engage, and track candidates, while optimising recruiter productivity and candidate experience.
• Partner with the Communications Department to co-design creative recruitment advertisements and collateral for both internal and external hiring initiatives.
• Support workforce planning and talent analytics by providing recruitment insights and hiring status to strengthen outcomes, especially for digital and critical capabilities.

Key Technical Skills & Leadership Competencies

• Communication and stakeholder engagement skills, with the ability to influence, exercise discretion, and manage diverse internal and external stakeholders effectively.
• Strong execution capability, able to independently manage multiple requisitions, prioritise competing demands, and navigate ambiguity in a fast-paced environment.
• Exceptional attention to detail, ensuring accuracy, quality, and audit-ready documentation across all recruitment activities.
• Analytical and problem-solving skills, with the ability to interpret recruitment data, diagnose challenges, and implement practical, results-driven solutions.
• Effective planning and organisational skills, enabling efficient management of end-to-end recruitment processes and adherence to timelines and service levels.
• Digital and systems proficiency, with experience in recruitment tracking systems, sourcing platforms (e.g., LinkedIn Recruiter), and data-driven recruitment tools.
• Customer focus and stakeholder partnership – Builds trusted relationships and delivers responsive, high-quality talent solutions aligned to business and technology needs.
• Agility and adaptability – Ability to thrive in dynamic environments, adjusting priorities and approaches in response to changing business and talent market demands.
• Ownership and accountability – Takes full responsibility for delivery outcomes, ensuring recruitment targets, timelines, and governance requirements are consistently met.
• Innovation and continuous improvement – Able to apply creative thinking and design-led approaches to enhance sourcing strategies, candidate experience, and recruitment efficiency.
• Integrity and confidentiality – Demonstrates high ethical standards, safeguarding sensitive information and ensuring full compliance with policy, audit, and regulatory requirements.

Experience Requirements  

• Minimum of 3–5 years’ progressive experience in Talent Acquisition, within a fast-paced, high-volume environment, with demonstrated exposure to both general and technology recruitment (including niche or hard-to-fill roles).
• Proven track record in delivering end-to-end recruitment outcomes, including improving time-to-fill, quality of hire, and candidate experience, with evidence of process optimisation and continuous improvement initiatives.
• Hands-on experience leveraging data and recruitment analytics to inform sourcing strategies, track performance metrics, and support workforce planning decisions.
• Strong proficiency in Recruitment Tracking Systems (e.g., Taleo) and advanced sourcing tools (e.g., LinkedIn Recruiter), with the ability to optimise digital recruitment channels.
• Demonstrated experience in stakeholder engagement, supporting hiring managers with recruitment planning and structured selection approaches.
• Exposure to working within a regulated or compliance-driven environment is an added advantage, with strong appreciation for documentation, data integrity, and audit requirements.

Qualifications

Academic qualifications and certifications 

Must Have

• Bachelor in Human Resource Management, Business Administration, Psychology, or a related field, complemented by a recognised professional HR qualification (e.g., IHRM, CHRP)
• Certification in recruitment, talent analytics, or digital/technology hiring is an added advantage.

Nice to Have / Added Advantage

• Postgraduate qualification in Human Resources, Business Administration (MBA), or Organisational Psychology.
• Specialised certification in Talent Acquisition or Recruitment (e.g., LinkedIn Talent Solutions)