Description review
Talent Acquisition Associate Manage/Senior Supervisor
Q2 HR Solutions - Group of Companies · Philippines · back to the listing
HR standards
46/100
poor
Title ↔ description
65/100
needs work
Reads as
Recruiter
99% confident
What this role officially is
recruitment consultant — ESCO, the EU occupation classification
Recruitment consultants provide the suitable candidates to employers according to the specific job profile requested. They perform testing and interviewing with job seekers, shortlist few candidates to present to the employers and match candidates to appropriate jobs. Recruitment consultants maintain relationships with employers to offer their services on a more long-term basis.
Also known as: job placement consultant, recruiting process consultant, employment agent, recruitment officer, employee recruiter, job placement officer
How others title the same work
Large employers
- Principal Recruiter Coinbase
- Senior Sales Recruiter | UK, Ireland, Spain | Remote Grafana Labs
- GTM Recruiter, AMER (Fixed Term) Stripe
Startups
- Talent Lead Agave
- Founding Talent Chariot
- Manager/Director of Talent (Series A Healthtech) Craniometrix
- Technical Recruiter Domu Technology Inc.
- Technical Recruiter GovDash
What the listing never says
- 29 bullet points. Long requirement lists deter qualified candidates, who read them as hard gates. Scope clarity
- No pay range published. Candidates cannot tell whether applying is worth their time. Pay transparency
- No location or timezone policy stated, so a candidate cannot tell where they may work from. Scope clarity
The listing, marked up
About the Role
We are looking for a Talent Acquisition Associate Manager to lead end-to-end recruitment, build strong talent pipelines, and support employee engagement initiatives.
You will partner with business leaders and hiring managers to attract qualified candidates, improve recruitment processes, and develop a high-performing Talent Acquisition team.
Key Responsibilities
Recruitment Strategy and Workforce Planning
• Develop and implement talent acquisition strategies aligned with workforce plans and business objectives.
• Partner with business leaders and hiring managers to understand hiring requirements, workforce plans, and recruitment priorities.
• Forecast hiring needs and build talent pipelines for critical, niche, and high-volume positions.
• Provide labor market intelligence, talent availability insights, and competitor benchmarking to support hiring decisions.
Talent Sourcing
• Develop and execute sourcing strategies through job portals, social media, employee referrals, networking, universities, and recruitment agencies.
• Identify and engage passive candidates through proactive sourcing techniques.
• Build and maintain talent pools for current and future hiring requirements.
• Recommend and implement sourcing best practices, tools, and process improvements.
• Monitor sourcing effectiveness through key metrics, including pipeline health, time-to-source, and candidate quality.
End-to-End Recruitment
• Lead the full recruitment lifecycle, from job requisition to onboarding.
• Ensure vacancies are filled within agreed service-level agreements while maintaining quality of hire.
• Conduct competency-based interviews for supervisory, managerial, and critical positions.
• Coordinate candidate assessments, background and reference checks, job offers, and onboarding activities.
• Ensure a positive candidate experience throughout the recruitment process.
Recruitment Operations and Employer Branding
• Ensure compliance with company policies, labor regulations, and recruitment standards.
• Monitor recruitment metrics and recommend continuous process improvements.
• Manage relationships with recruitment agencies, headhunters, and external partners.
• Strengthen the employer brand through recruitment campaigns, career fairs, university partnerships, and social media initiatives.
Team Leadership
• Supervise, coach, and mentor the Talent Acquisition team.
• Set recruitment goals, monitor team performance, and provide regular coaching and development.
• Promote collaboration, knowledge sharing, and continuous improvement within the team.
Employee Engagement and Other Responsibilities
• Support organization-wide change management initiatives by developing engagement and communication plans.
• Participate in HR projects and cross-functional initiatives as assigned.
• Conduct employee orientation.
• Perform other duties assigned by management in support of HR and organizational objectives.
Qualifications
• Bachelor's degree in Human Resources, Psychology, Business Administration, or a related field.
• At least 5– 7 years1 of experience in Talent Acquisition, with exposure to employee engagement.
• At least 2 years of experience in a supervisory or leadership role.
• Experience in corporate or high-volume recruitment is preferred.
Join us and help strengthen our recruitment strategies, candidate experience, employee engagement, and organizational culture.
Originally posted on Himalayas
We are looking for a Talent Acquisition Associate Manager to lead end-to-end recruitment, build strong talent pipelines, and support employee engagement initiatives.
You will partner with business leaders and hiring managers to attract qualified candidates, improve recruitment processes, and develop a high-performing Talent Acquisition team.
Key Responsibilities
Recruitment Strategy and Workforce Planning
• Develop and implement talent acquisition strategies aligned with workforce plans and business objectives.
• Partner with business leaders and hiring managers to understand hiring requirements, workforce plans, and recruitment priorities.
• Forecast hiring needs and build talent pipelines for critical, niche, and high-volume positions.
• Provide labor market intelligence, talent availability insights, and competitor benchmarking to support hiring decisions.
Talent Sourcing
• Develop and execute sourcing strategies through job portals, social media, employee referrals, networking, universities, and recruitment agencies.
• Identify and engage passive candidates through proactive sourcing techniques.
• Build and maintain talent pools for current and future hiring requirements.
• Recommend and implement sourcing best practices, tools, and process improvements.
• Monitor sourcing effectiveness through key metrics, including pipeline health, time-to-source, and candidate quality.
End-to-End Recruitment
• Lead the full recruitment lifecycle, from job requisition to onboarding.
• Ensure vacancies are filled within agreed service-level agreements while maintaining quality of hire.
• Conduct competency-based interviews for supervisory, managerial, and critical positions.
• Coordinate candidate assessments, background and reference checks, job offers, and onboarding activities.
• Ensure a positive candidate experience throughout the recruitment process.
Recruitment Operations and Employer Branding
• Ensure compliance with company policies, labor regulations, and recruitment standards.
• Monitor recruitment metrics and recommend continuous process improvements.
• Manage relationships with recruitment agencies, headhunters, and external partners.
• Strengthen the employer brand through recruitment campaigns, career fairs, university partnerships, and social media initiatives.
Team Leadership
• Supervise, coach, and mentor the Talent Acquisition team.
• Set recruitment goals, monitor team performance, and provide regular coaching and development.
• Promote collaboration, knowledge sharing, and continuous improvement within the team.
Employee Engagement and Other Responsibilities
• Support organization-wide change management initiatives by developing engagement and communication plans.
• Participate in HR projects and cross-functional initiatives as assigned.
• Conduct employee orientation.
• Perform other duties assigned by management in support of HR and organizational objectives.
Qualifications
• Bachelor's degree in Human Resources, Psychology, Business Administration, or a related field.
• At least 5– 7 years1 of experience in Talent Acquisition, with exposure to employee engagement.
• At least 2 years of experience in a supervisory or leadership role.
• Experience in corporate or high-volume recruitment is preferred.
Join us and help strengthen our recruitment strategies, candidate experience, employee engagement, and organizational culture.
Originally posted on Himalayas