Senior Recruiter — Talent Acquisition Strategy & Analytics

CPH Internationl LLC; Manila; Sur place; PHP 900 000 - 1 500 000; Plein temps

Résumé du poste

Starbond is seeking an experienced Senior Recruiter to lead end-to-end recruitment and develop effective hiring strategies to support our growth. This is a hands-on role for someone who combines strong recruiting skills with strategic thinking, data analysis, and sound judgment.

Our ideal candidate has at least 10 years of total recruitment experience, including at least 4 years recruiting for US-based roles, with demonstrated experience filling on-site positions.

Qualifications

• At least 10 years total recruitment experience, incl. 4+ years US-based recruitment.
• Experience filling US-based on-site positions.
• Able to recruit independently and advise hiring managers.
• Experience analyzing recruitment data and funnel performance.
• Strong sourcing: Boolean search, LinkedIn, direct outreach, referrals.
• Proficient in Excel or Google Sheets for reporting.
• Strong interviewing and candidate assessment skills.
• Excellent communication and stakeholder management.
• Bachelor’s degree preferred.
• Willingness to work full night shift aligned with US Pacific Time.

Responsabilités

• Partner with hiring managers to understand business needs, roles, competencies, and timelines.
• Translate hiring needs into job descriptions, profiles, screening criteria, and interview plans.
• Develop sourcing strategies tailored to role complexity, location, and talent pool.
• Identify hiring challenges and adjust sourcing channels or processes accordingly.
• Manage full recruitment lifecycle: sourcing, screening, interviewing, offers, onboarding.
• Recruit for US-based, on-site roles and other positions across the org.
• Build and maintain candidate pipelines for current and future needs.
• Conduct structured interviews with evidence-based candidate assessments.

Connaissances

10+ years experience

US-based roles

Independent recruiter

Data analysis

Boolean search

LinkedIn sourcing

Direct outreach

Referral development

Excel/Sheets

Interviewing skills

Candidate assessment

Communication & stakeholder mgmt

Night shift PT

US-Pacific hours

Talent pipelines

Formation

Bachelor's degree preferred

Outils

ATS familiarity

Recruitment platforms

Description du poste

Starbond is looking for an experienced Senior Recruiter to lead end-to-end recruitment and develop effective hiring strategies to support our growth.

This is a hands‑on role for someone who combines strong recruiting skills with strategic thinking, data analysis, and sound judgment. Beyond sourcing and interviewing candidates, you will assess hiring challenges, analyze recruitment performance, identify bottlenecks, and recommend practical improvements.

Our ideal candidate has at least 10 years of total recruitment experience, including at least 4 years recruiting for U.S.-based roles, with demonstrated experience filling on‑site positions. You can manage multiple searches independently and provide clear, evidence-based recommendations to hiring managers and leadership.

Key Responsibilities

1. Recruitment Strategy & Hiring Partnership

• Partner with hiring managers to understand business needs, role priorities, required competencies, and hiring timelines.

• Translate hiring needs into clear job descriptions, candidate profiles, screening criteria, and interview plans.

• Develop sourcing strategies tailored to each role’s complexity, location, compensation, and available talent pool.

• Identify hiring challenges early, including compensation gaps, limited candidate availability, and restrictive requirements.

• Recommend adjustments to sourcing channels, candidate profiles, job positioning, or selection processes based on recruitment results and market feedback.

• Help hiring managers distinguish essential qualifications from skills that can be developed after hiring.

2. End-to-End Recruitment

• Manage the full recruitment lifecycle, including sourcing, screening, interviewing, candidate evaluation, reference checks, offer coordination, and onboarding handoff.

• Recruit for U.S.-based, on‑site roles and other positions across the organization.

• Use job boards, LinkedIn, Boolean search, referrals, direct outreach, and talent networks to identify qualified candidates.

• Build and maintain candidate pipelines for current and anticipated hiring needs.

• Conduct structured interviews and submit clear candidate assessments supported by specific examples.

• Maintain timely candidate communication and proactively coordinate feedback and hiring decisions.

3. Recruitment Analytics & Reporting

• Maintain accurate recruitment records and dashboards to track progress across open roles.

• Analyze the recruitment funnel, including applications reviewed, candidates contacted, interviews scheduled and completed, qualified endorsements, offers, and hires.

• Track relevant metrics such as time to first qualified endorsement, stage conversion rates, time to fill, sourcing channel effectiveness, offer acceptance, and candidate withdrawals.

• Identify where candidates drop out or fail to progress, and investigate the reasons behind these patterns.

• Determine whether hiring challenges stem from sourcing, candidate qualifications, role attractiveness, or internal decision‑making.

• Present concise reports explaining what the data shows, what may be causing the results, and what actions are recommended.

• Measure whether changes to recruitment strategies improve candidate quality, conversion rates, or hiring speed.

4. Process Improvement & Candidate Experience

• Improve recruitment workflows to strengthen efficiency, consistency, and candidate experience.

• Develop and refine screening tools, interview guides, evaluation scorecards, communication templates, and recruitment SOPs.

• Use candidate and hiring manager feedback to improve the hiring process.

• Apply appropriate recruiting tools, automation, and AI to improve productivity while maintaining accuracy and sound judgment.

• Support structured onboarding and ensure a smooth transition from candidate to new hire.

5. Additional HR Support

• Assist with offer letters, contracts, onboarding documents, and other HR records.

• Maintain accurate and confidential candidate and employee information.

• Support employee engagement, performance review coordination, training activities, and other HR initiatives as needed.

• Balance assigned HR support responsibilities while maintaining recruitment as the primary focus.

Qualifications

• At least 10 years of total recruitment experience, including at least 4 years recruiting for U.S.-based roles.

• Demonstrated experience successfully filling U.S.-based, on-site positions.

• Proven ability to manage recruitment independently and advise hiring managers on hiring strategies and challenges.

• Experience analyzing recruitment data, interpreting funnel performance, and turning findings into actionable recommendations.

• Strong sourcing skills, including Boolean search, LinkedIn sourcing, direct outreach, and referral development.

• Proficiency in Excel or Google Sheets, including formulas, PivotTables, charts, and recruitment reporting.

• Strong interviewing and candidate assessment skills, with the ability to provide clear, evidence-based recommendations.

• Excellent communication, organization, and stakeholder management skills.

• Ability to prioritize multiple searches based on business urgency and role complexity.

• Familiarity with applicant tracking systems, recruitment platforms, and relevant hiring practices.

• High standards of professionalism, confidentiality, accuracy, and integrity.

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.

• Availability to work a full night shift aligned with U.S. Pacific Time business hours.

What Success Looks Like

• Hiring managers receive qualified candidates aligned with clearly defined requirements.

• Recruitment challenges are identified early and supported by practical recommendations.

• Reports provide useful insights and next steps beyond activity counts.

• Hiring decisions move forward through proactive follow‑up and clear communication.

• Recruitment strategies improve based on measured results.