Talent Acquisition Specialist (Manufacturing, Denmark)

Role Mission

To establish an efficient, legally compliant, and scalable recruitment function for a rapidly

growing manufacturing plant in Denmark. The recruiter ensures the timely hiring of qualified

workers, engineers, and managers, while simultaneously building sustainable hiring processes

and a strong employer brand.

Key Responsibilities

1. Recruitment & Talent Acquisition

● Manage the full recruitment cycle: job profiling, sourcing, interviews, offers, onboarding.

● Execute high-volume recruitment for production staff (operators, technicians).

● Conduct targeted hiring of engineers, technologists, quality specialists, HSE, and

managers.

● Apply modern selection methods (competency-based interviews, assessments, tests).

2. Process Development & Optimization

● Build recruitment systems and policies from scratch.

● Implement and administer an Applicant Tracking System (ATS).

● Define and monitor key recruitment metrics: time-to-hire, cost-per-hire, quality-of-hire.

● Ensure a positive candidate experience for all applicants.

3. Agency & Partner Management

● Select, negotiate with, and manage external recruitment agencies.

● Establish partnerships with vocational schools, universities, job centers, trade unions.

● Act as the single point of contact between the company and external talent providers.

4. Compliance & Local Market Expertise

● Ensure recruitment processes comply with Danish labor law and collective agreements.

● Advise managers on contracts, probation, and other recruitment-related matters.

5. Employer Branding & Talent Pipeline

● Position the company as an attractive employer in the Danish labor market.

● Launch employer branding campaigns on job boards, LinkedIn, and within local

communities.

● Implement referral programs and employee engagement initiatives.

● Build long-term talent pipelines for key roles.

Candidate Requirements

● 5+ years of recruitment experience, at least 3 years in the manufacturing/industrial

sector.

● Proven experience in both high-volume and engineering/specialist recruitment.

● Hands-on experience in building or optimizing recruitment processes.

● Strong knowledge of the Danish labor market and employment legislation.

● Experience managing agencies and external vendors.

● Proficiency with HR systems and ATS tools.

● Excellent communication and stakeholder management skills.

● Languages: English (B2–C1 required), Danish (B2+ preferred).

Values & Cultural Fit

The ideal candidate should share the following core values:

1. Proactivity & Accountability – ability to act independently and propose solutions.

2. Transparency & Integrity – open communication with candidates and managers.

3. Continuous Learning – interest in professional growth and staying updated on

HR/recruitment trends.

4. Respect for People – embracing equality and dignity, aligned with Scandinavian work

culture.

5. Efficiency & Simplicity – creating lean and scalable processes.

6. Collaboration & Team Spirit – readiness to work closely with managers and HR.

7. Long-Term Thinking – focus not only on fast hiring but also on retention and

development.

Key Results (First 12 Months) – Senior Recruiter

● Mass Hiring Delivery: Successfully recruit and onboard 60+ employees per month

during year one, ensuring total workforce growth from 70 to 800 employees.

● Recruitment Infrastructure: Design and implement a structured recruitment process

and ATS within the first 3 months, with all hiring managers trained to use it.

● Time-to-Hire Efficiency: Achieve an average time-to-hire of <25 days for operators and

<45 days for technical/managerial roles.

● Candidate Retention: Ensure at least 85% of new hires pass probation successfully.

● Education Partnerships: Establish active recruitment partnerships with 3+ vocational

schools/universities and at least 2 job centers in Denmark.

● Employer Branding: Launch an employer brand campaign (job fairs, media presence,

social media), resulting in at least 50% of candidates sourced directly or through

inbound applications by month 12.

● Agency Dependency Reduction: Reduce reliance on external agencies to <30% of

hires by the end of year one through internal sourcing pipelines and referral programs.

● Data & Reporting: Deliver monthly KPI dashboards covering time-to-hire,

cost-per-hire, source of hire, and retention, presented to the CEO and HR Director.