• Lead and manage the recruitment team to achieve hiring goals efficiently and effectively. • Develop and implement sales strategies to promote recruitment services and expand client base. • Oversee the full recruitment lifecycle, ensuring quality candidate sourcing, screening, and placement. • Coach, mentor, and support team members to enhance their performance and professional growth. • Collaborate with clients to understand their hiring needs and provide tailored recruitment solutions. • Monitor recruitment metrics and generate reports to assess team performance and identify areas for improvement. • Drive revenue growth through new client acquisition and upselling existing accounts.

• Identify and build relationships with high-impact, executive leaders • Manage the end-to-end lifecycle for VP+ roles • Design and lead recurring search reviews with executive stakeholders • Lead the negotiation and engagement with external search firms • Collaborate with Global Talent Acquisition leadership to define the vision for the executive recruiting function • Establish best practices, tools, and workflows that scale with company’s growth • Leverage technology, AI, and automation to drive efficiencies • Partner closely with People Business Partners on talent management

- Designing and implementing overall recruiting strategy - Developing and updating job descriptions and job specifications - Performing job and task analysis to document job requirements and objectives - Preparing recruitment materials and post jobs to appropriate job platforms - Sourcing and recruiting candidates by using databases, social media etc - Screening candidates resumes and job applications - Conduct interviews using various reliable recruiting and selection tools/methods to filter candidates within schedule - Assess applicants’ relevant knowledge, skills, soft skills, experience and aptitudes - Onboard new employees in order to become fully integrated - Monitor and apply HR recruiting best practices - Provide analytical and well documented recruiting reports to the rest of the team - Act as a point of contact and build influential candidate relationships during the selection process - Promote company’s reputation as “best place to work”

Role Title Talent Acquisition Specialist – Full-Cycle Execution Role Summary You will own the candidate lifecycle from sourcing to offer closure, ensuring that every role is filled with the right candidate on time. You operate independently, balancing multiple hiring requirements, and maintaining a smooth, professional candidate experience. Your focus is on closing loops: no candidate is left hanging, no interview is uncoordinated, and no role is delayed due to administrative gaps. Filtering signal: This role is not for candidates who require daily supervision or struggle to prioritize multiple hiring pipelines simultaneously. Core Responsibilities Sourcing & Attraction - Identify potential candidates using job boards, social media, and professional networks. - Write and post job ads across multiple platforms, ensuring they accurately reflect role requirements. - Screen incoming applications for minimum qualifications and cultural fit. - Flag top candidates and escalate only when necessary; avoid over-escalation. Interview Coordination & Process Management - Schedule interviews with candidates and hiring managers across time zones. - Confirm candidate availability and proactively prevent no-shows via phone, SMS, or email. - Prepare interview kits and briefing notes for hiring managers. - Track each candidate’s status in the ATS and ensure all steps are completed in sequence. Candidate Experience & Communication - Maintain consistent, professional communication with candidates throughout the process. - Provide timely feedback and updates; prevent candidates from being left in limbo. - Adapt communication style depending on role, seniority, and urgency. Process & Reporting - Maintain accurate hiring trackers and dashboards. - Document recurring recruiting processes for efficiency and scalability. - Flag bottlenecks, delays, or patterns in candidate flow that require intervention. Collaboration & Continuous Improvement - Partner with hiring managers to understand role needs and culture requirements. - Propose adjustments to recruiting strategy based on metrics and outcomes. - Stay updated on sourcing channels, industry trends, and best practices in recruitment. What We Actually Care About - Closing loops on all candidates and hiring requirements. - Anticipating scheduling conflicts and preventing no-shows. - Delivering candidates to hiring managers with complete context for decision-making. - Maintaining accurate reporting and dashboards for pipeline visibility. - Proposing and documenting improvements in recruiting workflows. What This Role Is NOT - Not a passive posting/administrative role; proactive sourcing and execution required. - Not for candidates who cannot manage multiple pipelines independently. - Not for those who cannot communicate clearly with candidates and hiring managers. - Not for candidates who require daily supervision or step-by-step instructions. - Not for individuals who do not follow-through on tasks and close loops consistently. Position Details - Hours: Full-time, remote (Philippines), US-aligned hours - Work Style: Async, independent, performance-driven - Structure: Contractor/Employee Application Instructions - Submit resume with relevant experience. - Include a practical scenario: Given 5 open roles at different stages with overlapping interviews, create a prioritized action plan, schedule interviews, and outline next communication steps, showing your reasoning.