TALENT ACQUISITION MANAGER

The Talent Acquisition Manager will lead the organization’s end-to-end talent acquisition
strategy, with a strong focus on high-volume and fast-paced hiring. The role is responsible for developing sourcing strategies, managing recruitment pipelines, building external talent partnerships, driving recruitment performance, and ensuring the timely delivery of quality hires aligned with business manpower requirements.

The role will work closely with leadership and hiring managers to understand workforce plans, hiring targets, timelines, and talent requirements, while leading the Talent Acquisition team toward agreed recruitment goals.

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Key Responsibilities

I. Talent Acquisition Strategy & Workforce Planning

• Lead the end-to-end talent acquisition strategy in alignment with the company’s
  manpower plans and business growth requirements.
• Partner with leadership and hiring managers to understand headcount requirements, hiring priorities, role expectations, and recruitment timelines.
• Develop recruitment plans and hiring forecasts to support current and future workforce requirements.
• Establish recruitment targets, conversion benchmarks, and turnaround times for the Talent Acquisition team.
• Develop strategies specifically suited for high-volume, fast-paced, and recurring hiring requirements.
• Regularly review recruitment performance and adjust sourcing strategies based on
  pipeline data and hiring needs.

II. High-Volume Recruitment & Sourcing

• Lead end-to-end recruitment activities, including job posting, sourcing, screening, interviews, assessments, offer management, and onboarding endorsement.
• Develop and execute multi-channel sourcing strategies through job portals, social media, employee referrals, recruitment agencies, job fairs, campus recruitment, government employment programs, and talent pooling.
• Build and maintain a strong pipeline of qualified candidates to support immediate and projected hiring requirements.
• Monitor daily and weekly recruitment throughput and ensure the team is on track against hiring targets.
• Identify recruitment bottlenecks and implement corrective actions to improve candidate conversion and hiring turnaround.
• Ensure a positive and consistent candidate experience throughout the recruitment process.
• Drive employer branding and talent attraction initiatives to strengthen the company’s ability to attract qualified candidates.

III. Recruitment Partnerships

• Build and maintain partnerships with universities, colleges, PESOs, government agencies, recruitment agencies, and other external talent organizations.
• Lead participation in job fairs, campus recruitment activities, hiring events, and other talent acquisition initiatives.
• Develop sustainable talent pipelines through academic and community partnerships.
• Explore new sourcing channels and recruitment partnerships to support aggressive hiring targets.
• Represent the company in external recruitment events and talent acquisition activities.

IV. Talent Acquisition Team Leadership

• Lead, coach, and develop the Talent Acquisition team to achieve recruitment targets and quality standards.
• Establish clear individual and team recruitment KPIs.
• Monitor recruiter productivity, candidate pipeline, conversion rates, and hiring performance.
• Conduct regular recruitment reviews and provide coaching and corrective actions where necessary.
• Ensure proper workload distribution across recruiters based on hiring volume and business priorities.
• Establish standardized recruitment processes, tools, and practices to improve efficiency and scalability.

V. Recruitment Analytics & Reporting

• Monitor and analyze key recruitment metrics, including:
  • Time-to-fill
  • Time-to-hire
  • Candidate conversion rates
  • Interview-to-pass ratio
  • Offer acceptance rate
  • Source effectiveness
  • Recruiter productivity
  • Cost per hire
  • Hiring forecast vs. actual
• Prepare regular recruitment reports and dashboards for leadership review.
• Provide data-driven recommendations to improve sourcing strategies and recruitment outcomes.
• Identify trends and gaps in the recruitment funnel and develop action plans to address
  them.

VI. Offer Management & Onboarding Coordination

• Oversee the Job Offer process and ensure timely issuance and follow-up with candidates.
• Monitor offer acceptance and identify potential risks to candidate conversion.
• Ensure complete and accurate documentation prior to onboarding.
• Coordinate closely with People & Culture, hiring managers, and external partners to ensure smooth onboarding handoffs.
• Maintain accurate recruitment trackers, applicant databases, and hiring reports.

• Bachelor’s degree in Human Resources, Psychology, Business Administration, or a related field.
• 8+ years of experience in Talent Acquisition or Recruitment, with at least 3-4 years in a supervisory or managerial capacity.
• Strong experience in high-volume and fast-paced recruitment environments, preferably in BPO, technology, operations, startup, or similar industries.
• Proven experience managing recruitment teams and delivering against aggressive hiring targets.
• Strong knowledge of sourcing strategies, recruitment channels, candidate assessment, and recruitment funnel management.
• Experience in building partnerships with schools, PESOs, government agencies, recruitment agencies, and other external organizations is highly preferred.
• Strong analytical skills with the ability to interpret recruitment data and translate insights into actionable strategies.
• Excellent communication, stakeholder management, negotiation, and leadership skills.
• Highly organized and able to manage multiple hiring priorities simultaneously.
• Strong sense of urgency, accountability, and ability to operate effectively in a rapidly changing environment.

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