Talent Acquisition & People Operations Specialist

Talent Acquisition & People Operations Specialist 100% Remote · Full time · Senior Level Location: Remote Experience: Minimum 3 years across end-to-end recruitment and HR/people operations, with a strong outbound sourcing record Working Hours: Aligned to Sydney business hours (Monday to Friday, 12:00 pm to 8:00 pm Sydney, Australia) Salary: Up to 40,000 EGP per month depending on experience and assessment BE A PART OF ONE OF THE FASTEST-GROWING AND MOST EXCITING TEAMS IN AUSTRALIA! Who We Are Mediboost is a patient growth marketing agency owned and founded in Australia, with a track record of helping dental and medical practices scale up quickly. We help unleash the potential and vision of dentists, doctors and specialists by generating hyper growth in their practices through world-class, effective digital marketing campaigns. Overview Our growth is gated by one thing: how fast and how well we hire. You will be supporting a team of 30+ people worldwide. We are looking for a Talent Acquisition Specialist who does not wait for applications to arrive. The best people for our roles are already employed and are not browsing job boards. Your job is to find them, start the conversation, and bring them to us. This is an outbound-first role. Posting an ad and reviewing the inbox is the smallest part of it. The second half of the role is our people. Most of our HR admin is already automated, so your time is not spent on paperwork — it goes into internal policies, processes and the day-to-day experience of a fully remote team across several countries. What You Will Do Own outbound sourcing end to end: LinkedIn, communities, portfolio sites, competitor mapping, referrals and direct outreach for creative, technical and operational roles. Write outreach that gets replies from passive candidates, and follow up in a sequence rather than once. Build and maintain live talent pipelines for the roles we hire repeatedly — SEO, paid advertising, web development, client success and video. Run intake sessions with hiring managers so the brief, scorecard and hard gates are agreed before sourcing starts. Screen and shortlist against the scorecard with a written reason for every Interview / Maybe / Decline decision. Coordinate practical assessments and interviews across timezones, and keep candidates moving with timely, human communication — including closing the loop with the people we do not hire. Keep our ATS accurate: every vacancy, stage, note and outcome current, so hiring reporting can be trusted. Report weekly on pipeline health, time-to-fill, source effectiveness and where the process is stuck — including when the bottleneck is a hiring manager. Use AI and automation to remove repetitive sourcing, screening and scheduling work rather than absorbing it. Internal processes and people Own our internal HR policies and processes: write them, keep them current, and make sure the team actually knows and follows them. Own onboarding and offboarding end to end, so a new starter is set up, trained and productive without chasing anyone. Be the first point of contact for team members on leave, entitlements, policy questions and day-to-day HR needs — responsive and discreet. Look after company culture in a remote team: recognition, team communication, engagement and the small rituals that keep people connected across timezones. Run probation and performance review cycles on schedule, with the paperwork and follow-ups done properly. Prepare employment contracts, promotion letters and other employee lifecycle documentation, including country-specific onboarding requirements, and run background and eligibility checks. Keep the HRIS accurate and current: team member changes, new starters and leavers processed properly and on time. Support pay and benefits administration: leave and entitlements, birthday leave, recognition rewards, and accurate fortnightly payroll inputs to the finance team. Monitor attendance through our remote monitoring software and follow up on exceptions. Participate in disciplinary meetings, investigations and grievance resolution, escalating sensitive matters appropriately. Gather regular feedback from the team on how we work, and turn it into changes we actually make. Keep improving our internal processes: where something is manual, repetitive or unclear, redesign it or automate it. What We Require Minimum 3 years of end-to-end recruitment, with demonstrable outbound/headhunting results rather than inbound processing only. Confidence running multiple open roles at once with real organisational discipline. Proficiency with sourcing tools, LinkedIn search and an ATS/HRIS. Excellent written and spoken English, and outreach writing that sounds like a person, not a template. Experience owning internal HR processes: policies, onboarding, leave, performance cycles and employee questions. Sound judgement and genuine discretion with confidential people matters. Comfortable working independently in a remote environment on Sydney business hours. Highly Regarded Experience hiring for a digital marketing, creative, BPO or technology business. Experience hiring across multiple countries (Philippines, South Africa, Egypt, Pakistan, Australia). Experience building and maintaining assessment tasks and interview scorecards. Experience putting AI tools into ongoing use in a sourcing, screening or HR admin workflow. Experience running culture or engagement initiatives in a fully remote team. Familiarity with employment practice across multiple countries. What We Offer You We consider geographical location, experience and performance in shaping compensation worldwide, and we balance our programs to keep them fair globally. Monthly salary: up to 40,000 EGP depending on experience and assessment Remote position (work from anywhere), full-time and long-term Working hours: aligned to Sydney, Australia business hours Annual compensation review We respect our team members' local public holidays, so you can spend that time with friends and family Birthday leave: your special day off work Performance recognition rewards Access to world-class training and education in advertising and marketing A quickly growing company that favours real opportunities for vertical career progression What Success Looks Like You will be successful in this role if: The majority of our hires come from candidates you sourced directly, not from inbound applications. Every open role has a live shortlist rather than an empty pipeline waiting on an ad. Time-to-fill on priority roles is baselined and then trends down. No candidate waits more than two business days for a response. The ATS is clean enough that hiring reporting needs no cleanup before it is read. A weekly recruitment report lands without being asked for. At least one sourcing, screening or HR admin step is automated each quarter, with time saved you can point to. Our internal policies are written, current and known by the team, not sitting unread in a folder. New starters are fully onboarded on day one and productive without chasing. Team members bring issues to you early, and management hears about them before they become resignations. The Person We're Looking For You are a self-starter. You do not need a queue of tasks handed to you, you can see what the business needs to hire and you start moving. You take ownership. When a role is yours, you own the outcome, not the activity. You think from first principles. When a role is hard to fill, you do not repeat the same job ad louder. You work out why the right people are not responding and change the approach. You are street smart and think on your feet. You can read a candidate conversation, adjust the pitch, handle a counter-offer and know when to push and when to walk away.