About ADA
ADA is the Data and AI Experience Company. Present in 14 markets globally, we build intelligent experiences that power enterprise growth, spanning identity and authentication, personalization, commerce, and data & AI foundations; where every touchpoint earns trust, every interaction creates value, and every decision runs on real-time intelligence, so enterprises can stay ahead and deliver measurable outcomes. Our mission is to build the world's most intelligent growth platform for every client we serve. We work with over 1,500 global brands across CPG, Retail, Telco, BFSI, and Healthcare.
What This Role Is About
This role sits right at the heart of how people experience ADA — from the moment they first encounter us as a candidate, through to when they are fully up and running and contributing as a valued team member. It brings together two things that are most powerful when they work as one: attracting the right people and making sure they thrive from day one.
On the Talent Acquisition side, you will be the engine behind how ADA finds, engages, and secures great talent. You will manage the full recruitment lifecycle end-to-end — from sourcing creatively across multiple channels, building strong relationships with hiring managers, to closing candidates and processing offers. You bring energy, rigour, and a genuine passion for connecting people with the right opportunities.
On the Onboarding side, you will own the experience that follows every hire. You will design and deliver onboarding journeys that make new hires feel genuinely welcomed, connected, and prepared — from preboarding through to the six-to-twelve-month mark. Done well, great onboarding accelerates contribution, builds confidence, and sets people up for long careers at ADA.
This is a role for someone who is equally energised by the chase of finding great talent and the craft of making sure they stay and flourish.
Key Responsibilities
End-to-End Recruitment
- Manage the full recruitment lifecycle for assigned roles — from intake and briefing through to offer acceptance and handover to onboarding.
- Partner closely with hiring managers to understand role requirements, team dynamics, and the profile of candidates most likely to succeed.
- Write and publish compelling job advertisements that accurately reflect ADA's brand and attract the right calibre of candidates.
- Screen applications, conduct initial assessments, and manage candidate pipelines with rigour and speed.
- Coordinate and facilitate interviews, debriefs, and hiring decisions, ensuring a smooth and efficient process for all stakeholders.
Sourcing & Channel Strategy
- Proactively source candidates through LinkedIn Recruiter, job boards, talent communities, employee referrals, and other creative channels — not just post and pray.
- Build and maintain talent pipelines for recurring or critical roles so ADA is never starting from scratch.
- Continuously explore and test new sourcing strategies — Boolean search, talent mapping, passive candidate outreach, university partnerships, and beyond.
- Stay current with market trends, talent availability, and competitor hiring activity to advise the business and sharpen sourcing approaches.
Stakeholder Management
- Act as a trusted talent partner to hiring managers across functions and markets, providing honest counsel on timelines, market realities, and candidate quality.
- Set clear expectations, communicate proactively, and maintain hiring manager confidence throughout every search.
- Manage multiple open roles simultaneously, balancing pace with quality and keeping all stakeholders informed at every stage.
- Collaborate with the broader TA team and HR Business Partners to ensure alignment on headcount plans and priorities.
Candidate Experience
- Ensure every candidate — whether successful or not — has a positive, respectful, and professional experience with ADA.
- Communicate clearly and promptly at every stage of the process, so candidates always know where they stand.
- Act as an ambassador for ADA's Employer Value Proposition (EVP), bringing it to life in every candidate interaction.
Offer Management & Process Excellence
- Manage the offer process end-to-end, including compensation benchmarking, preparing offer documentation, negotiating where required, and coordinating with HR Operations for timely processing.
- Maintain accurate and up-to-date records in the ATS, ensuring data integrity across all open and closed requisitions.
- Track and report on key recruitment metrics — time-to-fill, source of hire, offer acceptance rates — and use data to continuously improve.
- Onboarding Experience (40%)
Own the onboarding journey from preboarding through to the 6–12-month mark, across all markets and levels. You are accountable for the quality and consistency of that experience, wherever someone joins.
Design and Delivery
- Design and evolve ADA's onboarding experience so it reflects who we are, what we value, and how we work.
- Build onboarding pathways that are tailored to job level and function, so every new hire has a journey that feels relevant to their role and sets them up well.
- Own the onboarding experience from day one through to the end of the first year — the period when people are building real belonging and becoming fully effective contributors.
- Partner with local Employee Experience (EX) Partners and HRBPs to ensure onboarding is delivered consistently and to a high standard across all markets.
Manager and Stakeholder Enablement
- Build practical tools and guides that empower managers to deliver a great onboarding experience with confidence.
- Create clear communication guides and touchpoint calendars so managers know what to do, and when, throughout a new hire's first 6 months.
- Ensure everyone involved in onboarding — from TA to HRBPs to direct managers — is clear on what a great experience looks like and understands their part in delivering it.
Measurement and Insights
- Own onboarding measurement, including running surveys at Week 1 and Week 5 and tracking sentiment across the early tenure period.
- Produce regular reporting on onboarding performance across markets, translating data into clear insights and actionable recommendations.
- Use trends across cohorts to continuously strengthen the experience and share learnings with the broader People team.
EVP and Candidate-to-Employee Experience
- Work closely with the Talent Acquisition team to ensure the candidate experience flows naturally into the employee experience. The story should feel seamless.
- Ensure that ADA's Employer Value Proposition is reflected not just in how we hire, but in how we welcome and integrate people once they join.
How You Work
- You are part of the TA team and work closely with the broader HR and Employee Experience team to make sure hiring and onboarding feel connected end to end.
- You are equally comfortable thinking strategically and rolling up your sleeves to make things happen.
- You take ownership and follow through. When you commit to something, it gets done.
- You communicate clearly and proactively. New hires, hiring managers, and stakeholders always know what to expect and where things stand.
What You Bring
Experience & Skills
- 3–6 years of end-to-end recruitment experience, ideally in a fast-paced tech, digital, or agency environment, with demonstrable success across multiple functions.
- Proven sourcing ability — you know how to find people who are not looking, and you are creative and persistent in how you go about it.
- Strong command of LinkedIn Recruiter and other sourcing tools and platforms; comfortable with Boolean search and talent mapping techniques.
- Experience managing multiple roles and stakeholders simultaneously without dropping the ball on quality or communication.
- Experience designing or improving onboarding or employee lifecycle programs, ideally across multiple markets or business units.
- Comfortable working with data — you can read a survey, identify a trend, and turn it into a clear recommendation.
- Strong project management skills; you can run multiple workstreams across different markets and timelines.
Ways of Working
- You genuinely care about people's experience at work — both as candidates and as new joiners — and that comes through in everything you do.
- You build trust quickly with hiring managers and candidates alike; people feel in safe hands when they work with you.
- You are organised, detail-oriented, and know that the small things — a timely update, a well-written offer letter, a thoughtful onboarding check-in — matter enormously.
- You are comfortable with ambiguity and can operate effectively in a complex, multi-market organisation.
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Unfortunately, we are only able to contact shortlisted applicants. We encourage you to continuously visit our website www.adaglobal.com for regular updates on available roles
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