Talent Acquisition Officer

Jobtailor; Angeles; On-site; PHP 700,000 - 1,100,000; Full time

Job summary

Jobtailor in Angeles City, Philippines, is seeking a senior Talent Acquisition Lead to design and drive recruitment strategies for technical and niche roles. You will partner with leadership to forecast needs, map markets, and reduce time-to-fill while maintaining quality.

The role covers full lifecycle from job scoping to onboarding, with emphasis on candidate experience, data-driven hiring, and competitive offers.

Qualifications

• Experience in talent acquisition or HR with leadership roles.
• Strong knowledge of ATS and recruitment tools.
• Ability to manage multiple high-priority roles and meet targets.

Responsibilities

• Develop and implement recruitment strategies aligned with the organization’s short- and long-term talent needs, focusing on technical, niche, and hard-to-fill roles.
• Partner with leadership to support workforce planning by identifying emerging skill requirements, market availability, and hiring risks for specialized roles.
• Continuously assess talent market trends, especially for technology, specialized, and high-skill positions, to proactively adjust sourcing strategies.
• Manage the full recruitment lifecycle for both general and technical/niche roles, including job scoping, job description development, sourcing, screening, interviewing, offer management, and onboarding handoff.
• Translate complex technical requirements into clear, candidate-friendly job postings while maintaining accuracy and role expectations.
• Handle offer discussions and negotiations for niche roles, ensuring competitiveness within market benchmarks while aligning with internal budgets.
• Serve as the primary point of contact for technical and niche hiring, including roles that require specialized skills, certifications, or domain expertise.
• Gain a strong working understanding of technical stacks, tools, methodologies, and role-specific competencies to effectively assess candidate suitability during initial screenings.
• Conduct in-depth pre-screening interviews focused on validating technical experience, problem-solving capabilities, and role-specific expertise before endorsement to hiring managers.
• Build and maintain pipelines of scarce and specialized talent through proactive sourcing, talent mapping, and long-term relationship building.
• Source high-quality candidates using advanced sourcing techniques, including Boolean search, LinkedIn Recruiter, niche job boards, professional communities, referrals, and networking events.
• Identify passive candidates for technical roles and develop targeted engagement strategies to attract talent in competitive markets.
• Conduct talent mapping and competitor analysis for niche roles to provide hiring managers with realistic market insights and hiring timelines.
• Collaborate closely with hiring managers and technical leaders to clarify role requirements, skill priorities, and interview expectations for specialized positions.
• Advise stakeholders on market availability, compensation expectations, and hiring feasibility for niche roles.
• Design and manage structured interview processes, particularly for technical roles, including coordination of technical assessments, panel interviews, and case studies where applicable.
• Prepare interviewers with role context, evaluation criteria, and candidate profiles to ensure consistent and effective assessments.
• Ensure fair, objective, and competency-based hiring decisions.
• Oversee onboarding coordination to ensure a smooth transition for new hires, particularly for technical roles that require specialized tools, access, or training.
• Maintain a high-quality candidate experience throughout the recruitment process, even for candidates not selected.
• Support employer branding initiatives aimed at positioning the company as an employer of choice for technical and specialized talent.
• Collaborate on recruitment marketing efforts, including job ads, social media campaigns, and talent community engagement.
• Track and analyze recruitment metrics such as time-to-fill, quality-of-hire, source effectiveness, and hiring success rates for niche roles.
• Use data and insights to continuously refine sourcing strategies and improve hiring outcomes for specialized positions.
• Provide regular recruitment updates and insights to leadership.
• Ensure all recruitment activities comply with legal, regulatory, and internal policies.
• Promote inclusive hiring practices and diverse candidate pipelines, including within technical and traditionally underrepresented talent pools.
• Stay updated on recruitment best practices, tools, and technologies, particularly those supporting technical recruitment.

Skills

Sourcing

Interviewing

Negotiation

Communication

Leadership

Analytics & reporting

Stakeholder management

Education

Bachelor's degree in Psychology, Human Resources, Business Administration, or related field

Tools

ATS

Recruitment tools

Sourcing platforms

Job description

Responsibilities

• Develop and implement recruitment strategies aligned with the organization’s short- and long-term talent needs, focusing on technical, niche, and hard-to-fill roles.
• Partner with leadership to support workforce planning by identifying emerging skill requirements, market availability, and hiring risks for specialized roles.
• Continuously assess talent market trends, especially for technology, specialized, and high‑skill positions, to proactively adjust sourcing strategies.
• Manage the full recruitment lifecycle for both general and technical/niche roles, including job scoping, job description development, sourcing, screening, interviewing, offer management, and onboarding handoff.
• Translate complex technical requirements into clear, candidate‑friendly job postings while maintaining accuracy and role expectations.
• Handle offer discussions and negotiations for niche roles, ensuring competitiveness within market benchmarks while aligning with internal budgets.
• Serve as the primary point of contact for technical and niche hiring, including roles that require specialized skills, certifications, or domain expertise.
• Gain a strong working understanding of technical stacks, tools, methodologies, and role‑specific competencies to effectively assess candidate suitability during initial screenings.
• Conduct in‑depth pre‑screening interviews focused on validating technical experience, problem‑solving capabilities, and role‑specific expertise before endorsement to hiring managers.
• Build and maintain pipelines of scarce and specialized talent through proactive sourcing, talent mapping, and long‑term relationship building.
• Source high‑quality candidates using advanced sourcing techniques, including Boolean search, LinkedIn Recruiter, niche job boards, professional communities, referrals, and networking events.
• Identify passive candidates for technical roles and develop targeted engagement strategies to attract talent in competitive markets.
• Conduct talent mapping and competitor analysis for niche roles to provide hiring managers with realistic market insights and hiring timelines.
• Collaborate closely with hiring managers and technical leaders to clarify role requirements, skill priorities, and interview expectations for specialized positions.
• Advise stakeholders on market availability, compensation expectations, and hiring feasibility for niche roles.
• Design and manage structured interview processes, particularly for technical roles, including coordination of technical assessments, panel interviews, and case studies where applicable.
• Prepare interviewers with role context, evaluation criteria, and candidate profiles to ensure consistent and effective assessments.
• Ensure fair, objective, and competency‑based hiring decisions.
• Oversee onboarding coordination to ensure a smooth transition for new hires, particularly for technical roles that require specialized tools, access, or training.
• Maintain a high‑quality candidate experience throughout the recruitment process, even for candidates not selected.
• Support employer branding initiatives aimed at positioning the company as an employer of choice for technical and specialized talent.
• Collaborate on recruitment marketing efforts, including job ads, social media campaigns, and talent community engagement.
• Track and analyze recruitment metrics such as time‑to‑fill, quality‑of‑hire, source effectiveness, and hiring success rates for niche roles.
• Use data and insights to continuously refine sourcing strategies and improve hiring outcomes for specialized positions.
• Provide regular recruitment updates and insights to leadership.
• Ensure all recruitment activities comply with legal, regulatory, and internal policies.
• Promote inclusive hiring practices and diverse candidate pipelines, including within technical and traditionally underrepresented talent pools.
• Stay updated on recruitment best practices, tools, and technologies, particularly those supporting technical recruitment.

Requirements

• Education: Bachelor’s degree in Psychology, Human Resources, Business Administration, or a related field.
• Experience: 2-5 years of experience in talent acquisition, recruitment, or HR, with at least 2 years in a leadership or management capacity.
• Expertise in sourcing, interviewing, and recruitment best practices.
• In‑depth knowledge of Applicant Tracking Systems (ATS), recruitment tools, and sourcing platforms.
• Strong communication, negotiation, and interpersonal skills.
• Ability to manage multiple high‑priority roles and meet hiring targets.
• Proficient in recruitment metrics, analytics, and reporting.