Talent Acquisition Specialist (AI-Pilled) at Curacel

The Opportunity

• We provide AI powered insurance infrastructure across emerging markets. We are scaling quickly and need a strategic, high output recruiter to be the chief champion for discovering and winning the people who will absolutely love our culture.
• You will partner with our People Ops Lead and a fractional Chief People Officer (CPO) with 15+ years at multinationals to design smart, scalable hiring systems that find ambitious, hardworking, high potential talent. You will work with leaders across teams, including the CEO, to recruit outstanding early career and rising talent across Africa and the Middle East. This role demands a sharp, adaptable learner who grows fast. It blends operator rigor with AI craft; you will use AI across the talent lifecycle to move 10x faster and surface signals generic tools miss. As you grow, you will co-own performance frameworks so the best people are meaningfully rewarded.

What You Will Own

• Hiring engine: demand planning, role scorecards, interview rubrics, offer frameworks
• AI enabled recruiting stack: sourcing automations, research assistants, scheduling and coordination copilots
• Funnel and quality metrics: source effectiveness, conversion rates, time to hire, quality of hire, etc.
• Candidate experience: communications, SLAs, structured feedback, onboarding handoffs
• Employer brand: early talent programs, market communities, events, and content
• ATS hygiene and compliance: clean data, documentation, and process controls

What You Will Do

• Run full cycle hiring for all company roles including product, engineering, commercial, and operations roles
• Map sourcing strategies per role, then build ‘always-on’ pipelines for priority profiles
• Partner with hiring managers to tighten scorecards, rubrics, and decision criteria that balance competence and culture add
• Stand up lightweight dashboards that are self-serve and always current
• Pilot and document AI experiments that improve sourcing, screening, assessments, and scheduling
• Create interview kits, debrief templates, and offer playbooks that speed decisions
• Sell Curacel’s culture and the opportunity to every qualified candidate, tailoring the pitch to their motivations, market context, and growth path
• Collaborate on onboarding and performance signals so day 1 to day 30 is crisp

The AI you will bring

• Sourcing acceleration: prompt patterns for talent discovery, enrichment, and outreach personalization
• Structured screening: LLM assisted work sample reviews, structured notes, and skills tagging
• Workflow automation: ATS updates, scheduling, status reminders, and candidate FAQs via agents
• Evaluation quality: rubric based summaries, bias checks, and consistency across interviewers
• Measurement: automated funnel performance, alerts for blockers, and experiment tracking

Data and decision making

• One live recruiting dashboard with weekly updates for pipeline health, conversion, and time to hire
• KPI trees for priority roles with leading indicators and root cause notes
• Cohort and source analysis that feeds next week actions for speed and quality

What Success Looks Like In 6 Months

• 30 to 40 percent reduction in time to hire on 3 to 5 core roles
• At least 5 AI assistants or automations in daily use with measurable hours saved
• Offer acceptance rate above 80 percent for priority roles
• Hiring manager satisfaction above 8 out of 10 and candidate Net Promoter Score (NPS) above 50
• Clean, self-serve dashboards adopted weekly by leadership
• Repeatable early talent pipeline live across 2 to 3 markets

You might be a fit if you have

• 2 to 3 years in people ops/tech recruiting or high growth startup environments
• Proven record hiring fast without sacrificing quality, with clear metrics to show it
• Strong funnel analytics and pipeline management skills
• Hands on experience with ATS platforms and sourcing automation, plus comfort using AI tools
• Excellent communication and stakeholder management
• Detail orientation, high ownership, and comfort with ambiguity

Nice to have

• Experience hiring across Africa and the Middle East
• Boolean search mastery and light coding or scripting to stitch tools
• Employer branding content skills and campus or early talent program experience