Contract Technology/Technical Recruitment Manager - Must have Software Development Experience

Skillsforce Management Consultancy Pte Ltd; Singapore; On-site; SGD 67,000 - 100,000; Part time

Job summary

Skillsforce Management Consultancy Pte Ltd is seeking an experienced Contract Technical/Technology Recruitment Manager for 3–6 months to support recruitment of experienced software engineers for full stack teams delivering critical government software systems. The role demands reviewing CVs, evaluating technical profiles, and conducting virtual technical interviews with detailed, evidence‑based feedback.

The incumbent will assess candidates from a technical perspective, review assessments, and

Qualifications

• Experience hiring and evaluating software engineers for full stack teams.
• Ability to assess technical foundations, architectures, and problem-solving abilities.
• Proven skill in conducting virtual technical interviews and writing concise interview reports.

Responsibilities

• Review CVs and technical profiles to shortlist candidates.
• Assess candidates across full stack development and related tech.
• Review technical assessments, evaluating solution quality and approach.
• Conduct virtual technical interviews with shortlisted candidates.
• Ask probing technical questions to gauge depth of knowledge.
• Document interview findings with evidence-based feedback.

Skills

Full stack software engineering

Technical interviews

Technical assessments

Software delivery leadership

System understanding

CI/CD

Cloud technologies

Security

Code review

Probing questions

Tools

HackerRank

Job description

About the Role

We are looking for a Contract Technical/Technology Recruitment Manager (3-6 months) with experience to support the recruitment of experienced software engineering talent for full stack development teams delivering mission-critical and/or government software systems.

We are specifically looking for an experienced technical manager, engineering manager, technical lead, solution architect, or software delivery leader who has personally been involved in hiring and evaluating software engineers and related positions.

The successful candidate must be comfortable assessing candidates from a technical and engineering perspective - reviewing their experience, evaluating technical assessments, conducting technical interviews, and determining whether their technical foundations and practical skills are appropriate for the role.

Key Responsibilities

The incumbent will be responsible for:

• Reviewing CVs and technical profiles to shortlist candidates who meet the required technical and delivery experience.

• Assessing candidates experience across full stack software development, including relevant programming languages, frameworks, databases, APIs, cloud/platform technologies, software architecture, testing, and deployment practices.

• Reviewing HackerRank and other technical assessment submissions, evaluating not only whether the solution works but also the candidate's approach, code quality, problem-solving ability, technical reasoning, and understanding of fundamental concepts.

• Conducting virtual technical interviews with shortlisted candidates.

• Asking probing and follow-up technical questions to establish the candidate's depth of knowledge rather than simply validating information stated on their CV.

• Assessing candidates technical foundations, software engineering practices, problem-solving ability, system understanding, and hands-on experience.

• Distinguishing between candidates who have genuine hands-on technical experience and those whose knowledge is primarily theoretical or superficial.

• Evaluating candidates in the context of real‑world software delivery, particularly where reliability, scalability, security, maintainability, integration, and operational considerations are important.

• Documenting interview findings, including technical strengths, weaknesses, areas of concern, and overall observations, using the provided interview report format.

• Providing clear, evidence-based feedback to the hiring team to support the candidate selection process.

What We Are Looking For

We are looking for someone who has strong software engineering and technical management experience, combined with practical experience hiring and evaluating engineering teams.

You should ideally have:

• Significant experience hiring, managing or leading full stack software engineering teams.
  Experience in software development and implementation, with some part of that having led and built a team and worked with AI tools.

• A strong understanding of modern software development practices and engineering fundamentals.

• Previous experience recruiting or interviewing software engineers and technical specialists.

• Experience hiring for mission‑critical, enterprise, regulated, defence, public‑sector, or government software systems would be highly relevant.

• The ability to assess technical candidates independently, without relying solely on HR or recruitment screening.

• Strong understanding of software architecture, coding practices, APIs, databases, testing, CI/CD, cloud technologies, security, and system integration.

• The ability to evaluate technical assignments and identify differences between a merely functional solution and a well‑engineered solution.

• Strong interviewing skills, particularly the ability to probe beyond rehearsed answers and establish the candidate's actual level of technical understanding.

• Strong written communication skills and the ability to produce concise, structured, evidence‑based interview reports.

Relevant Backgrounds

We would be particularly interested in candidates who have previously worked in these roles below and is currently open to short‑term contract to provide knowledge expertise in hiring and build Software team.

• Software Development Manager

• Technical Manager

• Technical Lead / Lead Engineer

• Software Architect / Solution Architect

• Software Delivery Manager

• Technical Project/Delivery Manager with substantial engineering experience

Candidates from a pure HR, recruitment, or Talent Acquisition background without substantial software engineering leadership experience would not be the target profile for this role.

What Success Looks Like

The successful candidate should be able to look at a software engineer's CV, technical assessment, and interview responses.

They should be able to reach that assessment through technical evidence, structured questioning, and demonstrated understanding, and clearly document the reasoning behind their assessment.

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