• Lead regional initiatives and priorities that strengthen Talent Acquisition Operations capabilities and support continuous improvement • Manage a regional team of TA Operations professionals, including Lead and Senior team members and coordinators, to deliver high-quality outcomes on time in a fast paced environment • Drive regional adoption of recruiting processes, enterprise standards, tools, and technologies • Monitor regional metrics, workload, capacity and data integrity to identify trends, risks, and opportunities • Leverage data and analytics to reinforce accountability and improve operational performance • Partner with recruiting teams and stakeholders to improve the candidate, recruiter, and hiring leader experience • Apply Lean methodologies and project management rigor to process improvements and operational enhancements • Partner with technology teams on implementation, support, training, and adoption of recruiting tools and systems • Oversee compliance with company policies, data privacy regulations, enterprise standards, and local requirements • Support governance activities, including audits, controls, and regional compliance reviews • Serve as the regional point of contact for escalations and stakeholder needs related to TA Operations • Contribute to global TA Operations projects and share regional insights to support enterprise-wide improvements • Foster a culture of belonging, growth, accountability, and continuous improvement

• Apply systems thinking to drive adoption of TA standard work, optimization of recruiting processes and tools, and a high level of data integrity • Create and maintain enterprise-wide TA standard work instructions applying lean methodologies; serve as an APAC regional expert on TA enterprise standards • Work in partnership with service delivery teams and stakeholders to contemporize the hiring experience with a solutions-oriented mindset; ensure TA teams are enabled and equipped for success • Lead large-scale, complex, global initiatives and projects that evolve our Talent Acquisition capabilities and increase the value of our function • Leverage your influencing skills and active listening to drive change and adoption • Identify and implement opportunities that are fit for purpose to gain efficiencies, improve stakeholder experience, increase speed through automation and simplification, and elevate TA data hygiene • Help shape strategy to standardize and streamline vital TA infrastructure elements; identify and implement improvements to help ensure our Talent Acquisition CoE runs brilliantly • Create and maintain enterprise-wide TA standard work instructions applying lean methodologies • Serve as a subject matter expert on select recruiting tools and technologies • Partner with internal HR technology teams and external technology suppliers to create learning plans to strengthen user capabilities • Contribute to the creation and support delivery of stakeholder training content to equip recruiters and people leaders with the know-how to hire top talent and drive organizational success; track adoption through data • Manage existing relationships with key suppliers, build effective partnerships, and drive and monitor supplier accountability, performance, and compliance in partnership with internal stakeholders • Build strong partnerships across the APAC region with key stakeholders including Legal and Compliance teams • Conduct data validation to ensure data accuracy and data quality at the highest level by reinforcing adherence to standard work • Provide in-depth analysis and meaningful insights from data in an effective way to support data-driven decision-making • Ensure country-specific and local compliance across APAC, including adherence to GE Vernova company policies, data privacy regulations, and TA CoE standard work • Foster a culture of team, belonging, growth, and continuous improvement • Monitor the external TA landscape for best practices, trends, and technology innovations and raise visibility of those that may be fit for purpose

Role Description Remote (US) · Estimated 6 month assignment, potential contract-to-hire. Our travel app start-up client is looking for a principal Full-Cycle GTM Recruiter to lead full-cycle hiring across our go-to-market organization; Sales, Marketing, Customer Success, and Partnerships. This is a high-ownership, high-impact seat: you'll partner directly with GTM leadership to shape org strategy, run searches end-to-end, and raise the bar on every hire we make. This is an estimated 6 month contract-to-hire engagement with a potential path to full-time conversion based on performance and fit. - Own full-cycle recruiting for senior GTM roles across: - Sales (AEs, SDR leadership, sales management) - Marketing (demand gen, PMM, brand) - Customer Success - Partnerships - Partner with GTM leaders and the executive team as a strategic advisor on: - Org design - Leveling - Comp benchmarking - Hiring plans - Build sourcing strategies that consistently surface top-quartile talent: - Direct sourcing - Referrals - Networking - Creative outbound - Run sharp, candidate-loving interview processes: - Intakes - Scorecards - Debriefs - Offers - Close - Use data to drive decisions: - Pipeline health - Conversion rates - Time-to-fill - Quality-of-hire - Coach hiring managers on interviewing, calibration, and selling Engine - Continuously improve the GTM hiring playbook: - Rubrics - Interview kits - Sourcing motions - Employer brand Qualifications - 7+ years of full-cycle recruiting experience, with deep GTM specialization (sales + at least one other GTM function) - Strong direct sourcing chops; you don't wait on inbound, or rely on agencies - A consultative, business-partner posture with GTM leaders; you push back, you advise, you don't just take orders - Data fluency: you know your funnel metrics, and use them to influence and make decisions - Excellent written and verbal communication Requirements - Experience hiring for a travel, fintech, or marketplace business - Experience scaling a Sales org through a meaningful inflection (e.g., $50M → $200M ARR) - Embedded / contract recruiting background; you ramp fast and operate independently - ATS power-user (Greenhouse, Ashby, or similar) Benefits - Compensation: up to USD 75 - hourly Company Description Employer.com is part of a family of incredible brands alongside Flawless Recruit and Recruiter.com. Together, we provide talent acquisition services to fit the unique hiring challenges of our clients. Whether they need help building recruiting processes, attracting top talent, or payrolling contractors, we can help.

Role Description Our travel app start-up client is hiring a Principal G&A Recruiter to lead full-cycle hiring across our General & Administrative functions; Finance & Accounting, People, Legal & Compliance, IT, BizOps, and Workplace. This is a high-ownership, high-trust seat: you'll partner directly with our CFO, General Counsel, CPO, and CIO on the hires that quietly make or break a scaling company. This is an estimated 6 month contract-to-hire engagement with a potential path to full-time conversion based on performance and fit. - Own full-cycle recruiting for senior G&A roles across Finance & Accounting (FP&A, controllership, tax, treasury), People (HRBPs, Talent, Total Rewards, L&D), Legal & Compliance (counsel, paralegal, privacy), IT, BizOps, and Workplace. - Partner with G&A leaders and the executive team as a strategic advisor on org design, leveling, comp benchmarking, and hiring plans. - Build sourcing strategies that consistently surface top-quartile talent — direct sourcing, referrals, networking, and creative outbound across nuanced, often hard-to-reach functional talent pools. - Run sharp, candidate-loving interview processes: intakes, scorecards, debriefs, offers, and close. - Use data to drive decisions — pipeline health, conversion rates, time-to-fill, quality-of-hire. - Coach hiring managers on interviewing, calibration, and selling Engine — especially leaders who don't recruit often. - Continuously improve the G&A hiring playbook: rubrics, interview kits, sourcing motions, employer brand. Qualifications - 7+ years of full-cycle recruiting experience, with deep G&A specialization across at least three functions (e.g., Finance + People + Legal). - Track record hiring senior G&A talent at high-growth B2B SaaS, marketplace, or fintech companies — including Director, VP, and (ideally) C-suite searches. - Strong direct sourcing chops; you don't wait on inbound or rely on agencies. - Functional fluency: you can tell the difference between a strategic FP&A leader and a great financial reporter, between a generalist HRBP and a specialist comp lead, between corporate counsel and product counsel; and you can interview accordingly. - A consultative, business-partner posture with senior leaders; you push back, you advise, you don't just take orders. - Comfort operating in ambiguity and at speed; Engine ships, hires, and changes course quickly. - Data fluency: you know your funnel metrics and use them to make decisions. - Excellent written and verbal communication; you can sell Engine to a passive Controller as well as you can debrief an Interview panel. Bonus points - Experience hiring for a travel, fintech, or marketplace business. - Experience scaling a G&A org through a meaningful inflection; IPO readiness, post-Series C buildout, or M&A integration. - Embedded/contract recruiting background; you ramp fast and operate independently. - ATS power-user (Greenhouse, Ashby, or similar). Requirements - All your information will be kept confidential according to EEO guidelines. - Compensation: USD 70 - USD 90 - hourly.