Talent Acquisition Officer

SuperStaff; Makati; Hybrid; PHP 450.000 - 750.000; Vollzeit

Benefits dieser Stelle

HMO with 1 free dependent upon hire

Life Insurance

Night Differential

20 PTO credits annually

VL and SL cash conversion

Annual Performance-Based Merit Incomes

Great Company Culture

Career Growth and Learning

Laptop provided by the company

Zusammenfassung

SuperStaff is seeking a Talent Acquisition Officer to lead end-to-end recruitment for both general and technical roles in a hybrid Makati setting. You will develop and execute recruitment strategies, partner with senior leaders on workforce planning, and build pipelines for niche and high-skill positions.

The role requires 2–5 years in talent acquisition or HR with leadership exposure, strong sourcing, interviewing, and negotiation skills, and a focus on candidate experience and onboarding

Qualifikationen

• Bachelor's degree in Psychology, HR, Business Administration, or related field.
• 2–5 years in talent acquisition or HR with leadership experience.
• Experience hiring for technical, niche, and hard-to-fill roles.

Aufgaben

• Lead end-to-end recruitment for general and technical roles.
• Develop recruitment strategies aligned with business goals.
• Partner with leadership for workforce planning and talent mapping.
• Source high-quality candidates using advanced techniques
• Conduct pre-screening and coordinate technical assessments
• Oversee onboarding and candidate experience

Kenntnisse

Sourcing

Interviewing

ATS knowledge

Negotiation

Stakeholder management

Recruitment metrics

Leadership

Hybrid work

Talent mapping

Ausbildung

Bachelor's degree in Psychology, HR, Business Admin, or related

Tools

LinkedIn Recruiter

ATS

Jobbeschreibung

Job Overview:

We are seeking a dedicatedTalent Acquisition Officerto lead and manage the recruitment process for various departments. This role is for someone with a higher level of experience in talent acquisition, capable of handling more complex hiring needs and working closely with senior leadership. As a Talent Acquisition Officer, you will play a critical role in defining and implementing recruitment strategies, driving employer branding, and managing a seamless hiring experience for both candidates and hiring managers.

Key Responsibilities:

Recruitment Strategy & Workforce Planning

• Develop and implement recruitment strategies aligned with the organization's short- and long-term talent needs, with a strong focus 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.

End-to-End Recruitment (General & Technical Roles)

• Manage the full recruitment lifecycle for both general and technical/niche roles, including job scoping, job description development, sourcing, screening, interviewing, 1offer 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.

Technical & Niche Hiring Ownership

• Serve as the primary point of contact for technical and niche hiring, including roles that require specialized skills, certifications, or domain expertise (e.g., IT, engineering, digital, data, systems, product, or other specialized functions).
• 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.

Candidate Sourcing & Market Intelligence

• 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.

Stakeholder & Hiring Manager Partnership

• 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.
• Ensure alignment between recruitment strategy and business objectives, especially for critical technical hires.

Interview & Selection Process Management

• 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.

Onboarding & Candidate Experience

• 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.

Employer Branding & Talent Attraction

• 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.

Recruitment Metrics, Reporting & Optimization

• 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.

Compliance, Diversity & Best Practices

• 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.

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.

Skills:

• 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

• HMO with 1 free dependent upon hire

• Life Insurance

• Night Differential

• 20 PTO credits annually

• VL and SL cash conversion

• Annual Performance-Based Merit Increases and Employee Recognition

• Great Company Culture

• Career Growth and Learning

• A laptop will be provided by the company

• MIDSHIFT

• HYBRID (Makati or SM Clark)