Role Overview: A Strategic Manual
The main guardian of corporate culture and designer of long-term expansion in the contemporary Cairo business scene, a Talent Acquisition Officer serves as the first gatekeeper. Unlike conventional recruiters who respond to positions, the contemporary TA Officer in Egypt works proactively to develop long-lasting talent pipelines before a recruitment disaster even materializes.
Using market intelligence, you enable stakeholders to grasp local availability and competitive salary standards in New Cairo, Maadi, and the Smart Village tech hubs. Every day is dedicated to striking a balance between high-volume screening and high-touch engagement so that every contact helps to build the employer brand of the organization. Your capacity to sell the corporate vision and offer a flawless candidate experience is the difference between snagging a star hire and losing them to a rival in a market where top-tier talent frequently gets numerous offers.
- Strategic Planning: Matching recruiting goals with the yearly business plan guarantees that no department is under-resourced throughout peak seasons.
- Employer Branding: Portraying the business at digital channels and job fairs to help to establish it as a preferred employer in Egypt.
- Continuous improvement of the recruitment lifecycle to minimize time-to-fill without sacrificing the caliber of hire is known as process optimization.
Financial Insight: Overall local salary and earning potential
As companies understand that excellent recruiting results in increased retention and lower operating costs, the remuneration for Talent Acquisition Officer Jobs Cairo has been trending substantially up. The Egyptian market in 2025 rewards TA experts who have technical ability in data analysis and AI-driven tools as well as conventional recruiting acumen.
Cairo (2025) Market Benchmarks:
- Professionals beginning their career in talent acquisition often have a yearly gross salary between EGP 110,000 and EGP 210,000. High-volume sourcing and interview organization are often the focus of these jobs.
- Mid-Level (4–7 years): Those with verified experience in specialized or technical recruiting can expect an average yearly salary ranging from EGP 270,000 to EGP 310,000. Bonuses linked to metrics of Time-to- Fill and Quality of Hire begin to be a standard feature of the package at this point.
- With high-tier corporations providing even more competitive structures, Senior/Specialized Roles—that of Lead TA Officers or those focused on Executive Search and the ICT sector—can net EGP 350,000 to EGP 500,000.
Tips for Increasing Revenue:
- In the Cairo market, recruiters that focus on fast-demanding fields like artificial intelligence, cybersecurity, or fintech command far greater premiums.
- Having an HRCI or SHRM certification or a specialist diploma in Talent Management is a great bargaining chip in salary talks.
- Metrics Higher basic income may be justified by evidence of a past of lowering Cost-Per- Hire utilizing creative sourcing methods.
Mandatory abilities needed for success
To be excellent at Talent Acquisition Officer, one must learn a varied toolkit that combines human psychology with cutting-edge technology.
Technical Expertise:
- Expertise with Boolean search, LinkedIn Recruiter, and creative platforms like GitHub or Stack Overflow for tech talent is non-negotiable in advanced sourcing techniques.
- Managing large-volume candidate databases and automating repetitive activities calls for mastery of applicant tracking systems (such Greenhouse, Lever, or SAP SuccessFactors).
- Data Literacy: Understanding recruiting indicators including source-of-hire efficiency and candidate conversion rates helps you to demonstrate to management the return on investment of your hiring plans.
MAJOR DUTIES
External Recruitment
- By means of multiple means including the bank’s official website, LinkedIn, and social media sites, control the external hiring process for the assigned regions. Get ready a market map to efficiently satisfy corporate hiring demands.
- Mass hiring and junior roles call for recruiting efforts that include CV sourcing, telephone screening, HR assessment, and candidate interviewing. Work with business leaders to make sure candidates meet the bank’s culture, values, long-term potential, and technical skills.
- Prepare, review, and bargain job offers and financial packages in line with CIB’s grading system, wage structures (in cooperation with Rewards Analysts), and rules to draw qualified candidates while maintaining internal equity and market competitiveness.
- Review applicants’ applications and CVs against job criteria to build a suitable database and pool of interviews and selection.
- Manage daily administrative activities pertaining to talent acquisition to guarantee accurate and fluid documentation.
- Ensure all requested HR assessment paperwork for invited applicants matches CIB regulations and labor legislation.
- Between OD, Human Resource Business Partners, and Manpower Management & Budgeting, collaboration should be the center point for managing headcount needs.
Assessment of Staffing Gap
- Develop hiring gap analysis reports to ensure that business needs are satisfied inside the specified turnaround time.
Employment outsourcing
- Building a qualified pool for interviews and selection by screening and selecting applicant resumes and CVs for outsource jobs.
- Interviews and Feedback: For outsourced roles, conduct phone screenings and interviews to guarantee candidates satisfy company needs. Keep relevant comments on succeeding technical interviews.
Rules, Procedure, and Procedures
- Implement and keep an eye on compliance with authorized departmental policies, procedures, and processes to guarantee regulated and effective operations.
day-to -day operations
- Daily tasks for the Talent Acquisition division are carried out under operations management to guarantee adherence to set standards and protocols.
Adherence
- Legal Compliance: To preserve the legal standing of the bank and reduce any possible risks, follow all pertinent CBE regulations, banking laws, AML laws, internal CIB policies and the code of conduct.
Experience and Qualifications
- Experience in the banking sector gives you an advantage.
Skills
- Excellent Arabic and English language ability, both spoken and written.
- Technical Skills: MS Office applications expertise.
- Organizational aptitude: great planning and organization.
- Good negotiation skills, presentation, and communication ability help you to negotiate.