Job Description

Job Description Summary

Coordinate KLA Taiwan's university relations, campus recruiting, and talent-engagement activities to increase qualified resume volume and build sustainable candidate pipelines for current and future hiring needs.

Alongside this ownership, independently manage full-cycle recruitment for one assigned division. This is a hands-on role combining external partnership development, event execution, candidate generation, and recruiting deliver.

Job Description/Preferred Qualifications

Full-Cycle Recruiting

• Independently own recruitment for one assigned division, from intake and sourcing through interviews, offer negotiation, acceptance, and onboarding handoff.

• Partner with hiring managers to clarify requirements, prioritize openings, and deliver agreed hiring timelines.

• Drive timely feedback and decisions, resolve hiring barriers, and maintain a positive candidate experience.

• Keep Workday records accurate and balance requisition delivery with university and event commitments.

University Relations & Campus Recruiting

• Develop and execute a university engagement plan aligned with hiring demand, technical disciplines, locations, and recruiting timelines.

• Build lasting relationships with career centers, faculty, laboratories, student organizations, and alumni networks.

• Lead campus talks, career fairs, technical sessions, department visits, and company visits that generate applications and qualified resumes.

• Maintain year-round engagement to build candidate pipelines before hiring peaks.

Recruiting Events & Talent Engagement

• Identify and deliver opportunities to engage both early-career and experienced talent, including open houses, interview days, industry networking, referral events, and virtual career sessions.

• Own event planning and execution, including candidate outreach, registration, business participation, vendors, budgets, logistics, and follow-up.

• Establish qualified-resume targets for each activity and convert participant interest into recruiting-ready candidate profiles.

• Evaluate results and expand activities that consistently generate relevant candidates.

Qualified Resume & Pipeline Development

• Increase qualified candidate supply through university partnerships, events, referrals, professional networks, and proactive sourcing.

• Screen profiles against agreed hiring requirements and capture candidate interests, availability, and location preferences.

• Maintain organized, searchable candidate pools and promptly connect qualified candidates with the appropriate recruiter.

• Track source effectiveness and maintain appropriate candidate consent and data privacy.

Qualifications

• Bachelor's degree in HR, Business, Communications, Engineering, or a related field.

• 8+ years of relevant talent acquisition experience, including hands-on recruiting and ownership of university, campus, or candidate-generation programs.

• Demonstrated success independently building partnerships and executing recruiting events that produce qualified resumes.

• Proven ability to manage full-cycle recruiting independently.

• Strong relationship-building, presentation, project management, sourcing, screening, and negotiation skills.

• Experience recruiting for engineering, semiconductor, equipment, or other technical organizations preferred.

• Data analysis: Independently clean, validate, and analyze recruiting data using Excel

• Actionable insights: Use resume volume, channel costs, and conversion rates to recommend which universities, events, and sourcing activities to prioritize.

• Independent judgment: Question assumptions, investigate causes, compare alternatives, and explain recommendations with evidence.

• Responsible AI use: Use AI as support, not a substitute for personal analysis. Verify its outputs, explain the reasoning in one's own words, and remain accountable for accuracy and final recommendations.

Success Measures

• Primary: Growth in unique, qualified resumes and sustained candidate supply for priority hiring needs.

• Qualified-resume yield and cost by university, event, and sourcing channel.

• Timely candidate follow-up and recruiter handoff.

• Conversion of generated profiles into interviews and hires.

• Achievement of assigned-division hiring goals, offer acceptance, and candidate experience.