Head of Talent Marketing

Outsized; Manila; On-site; PHP 1,500,000 - 2,700,000; Full time

Job summary

Outsized, a leading professional services organisation, seeks a Head of Talent to lead talent acquisition, marketing, and pipeline development across priority verticals and markets.

This hybrid leadership role combines talent attraction, employer branding, campaign strategy, and proactive pipeline management, reporting to the Chief People Officer and guiding a 20 FTE team.

Qualifications

• Experience leadingTalent Acquisition, Talent Attraction, Talent Marketing, Recruitment Marketing, or talent pipeline functions at scale.

Responsibilities

• Own the talent database as a strategic asset and grow talent pools across priority verticals and regions.
• Build proactive pipelines aligned to anticipated hiring demand and engage talent before roles open.
• Develop multi-channel talent attraction campaigns and employer brand initiatives.
• Lead a recruitment marketing and sourcing team to deliver measurable pipeline outcomes.

Skills

Talent Acquisition

Talent Marketing

Recruitment Marketing

Employer Branding

Talent Pipelines

Job description

A leading professional services organisation is seeking an experienced Head of Talent to lead talent acquisition, talent marketing, and pipeline development across priority professional verticals and markets.

This is a hybrid Talent Acquisition and Talent Marketing leadership role, combining talent attraction, employer branding, campaign strategy, candidate nurturing, and talent pipeline management. The role will own the candidate database as a strategic asset, building and nurturing a warm, well-segmented pool of qualified professionals so the organisation can proactively respond to future hiring demand rather than relying primarily on reactive, role-by-role recruitment.

The role reports to the Chief People Officer and will lead a recruitment marketing and sourcing team of approximately 20 FTE.

The engagement is expected to run for a minimum of 6 months, with potential to convert to a permanent position.

Working model: Hybrid, 3 days onsite per week

Key Activities

• Own the talent database as a strategic asset, continuously growing and nurturing qualified talent pools across priority verticals and regions.
• Build forward-looking pipelines aligned to anticipated hiring demand, ensuring priority professional talent is identified and engaged before roles become available.
• Develop strategies to proactively identify and engage potential talent rather than relying solely on reactive recruitment.
• Segment talent pipelines by vertical, region, and candidate profile to ensure resources are focused on priority hiring areas.
• Develop approaches to attract professional talent across areas such as accounting, HR, IT, and other specialist functions.
• Monitor pipeline quality and continuously identify opportunities to improve the number and quality of qualified registrations.

Talent Marketing & Campaigns

• Develop and execute the organisation's Employer Value Proposition (EVP) across candidate touchpoints, including job advertisements, careers site, social media, and campaign creative.
• Design, build, and prioritise always-on and time-bound talent nurturing campaigns to attract and keep potential talent engaged between hiring requirements.
• Own the talent marketing budget and media mix across paid social, job boards, programmatic advertising, search, and other relevant channels.
• Allocate spend across verticals and regions based on performance metrics such as cost per qualified registration.
• Own the candidate-facing careers experience and marketing automation / CRM tools supporting candidate nurture pathways.
• Develop targeted campaigns around priority professional communities, including opportunities to build awareness through relevant industry associations and networks.
• Lead incentive-based talent campaigns, working with stakeholders across Sales, Finance, Legal, and HR to ensure all candidate-facing offers and commitments are deliverable and appropriately approved.
• Use campaign, conversion, and pipeline data to continuously optimise talent attraction and engagement.
• Lead, coach, and performance-manage a recruitment marketing and sourcing team of approximately 20 FTE.
• Set team priorities based on business hiring requirements and talent pipeline demand.
• Establish and monitor individual and team performance targets.
• Drive continuous improvement in sourcing, campaign execution, candidate engagement, and pipeline outcomes.
• Ensure the team is focused on proactive pipeline development and measurable talent acquisition results.

Your Background

• Proven experience leading Talent Acquisition, Talent Attraction, Talent Marketing, Recruitment Marketing, Employer Branding, or talent pipeline functions at scale.
• Strong understanding of both talent acquisition and marketing principles, with the ability to apply campaign and demand-generation approaches to talent attraction.
• Experience building and managing talent databases, pipelines, or talent communities.
• Proven experience designing and managing multi-channel talent attraction or recruitment campaigns.
• Strong understanding of campaign performance, conversion metrics, and data-driven optimisation.
• Experience managing channels such as paid social, job boards, search, programmatic advertising, CRM, or marketing automation.
• Demonstrated ability to proactively identify opportunities and continuously improve talent attraction and recruitment results.
• Experience leading and developing a sizeable team, ideally across recruitment marketing, sourcing, talent acquisition, or related functions.
• Strong strategic and global perspective with the ability to solve problems independently and adapt approaches across markets.
• Strong analytical and problem-solving capabilities, with a focus on improving measurable results.
• Strong written and verbal communication skills in English.
• 3+ years of living and working internationally, with 5–7 years preferred.
• Experience working across multiple international markets or regions.
• Experience building pipelines of professional or specialist talent, particularly across areas such as accounting, HR, IT, finance, or other skilled functions.
• Experience developing and implementing employer brand / EVP strategies.
• Experience working with talent CRM, marketing automation, or candidate relationship management platforms.
• Experience building relationships with professional associations, industry communities, or external talent networks.
Previous experience combining Talent Acquisition and Talent Marketing / Recruitment Marketing responsibilities.