Lead - Talent Acquisition

Substance | Level Up by Substance; Singapore; On-site; SGD 180,000 - 240,000; Full time

Job summary

Substance | Level Up by Substance in Singapore seeks a TA leader who can fix the system, not just manage recruiters, to transform hiring velocity and quality. The role focuses on workforce planning, recruiting team structure, and alignment with business priorities while partnering with leadership to shape critical decisions.

Ideal candidates will have experience building or improving hiring functions, leading recruitment teams across functions or geographies, and introducing structure in

Qualifications

• Experience building or improving hiring functions.
• Led recruiting teams across multiple functions or geographies.
• Partnered with leadership on workforce planning.
• Introduced structure into fast-changing environments.
• Balanced hiring velocity with hiring quality.

Responsibilities

• Drive workforce planning and hiring strategy.
• Define recruiting team structure and performance.
• Align hiring manager capabilities with business priorities.
• Own sourcing and channel strategy.
• Improve hiring metrics and processes.

Skills

Workforce planning

Talent acquisition leadership

Hiring strategy

Team leadership

Stakeholder alignment

Job description

Across the companies we work with, hiring is rarely failing because recruiters aren’t working hard. It breaks because hiring plans change faster than hiring processes adapt, leadership expects speed but doesn’t align on priorities, interview processes don’t help managers make better decisions and sourcing channels generate volume but not the right candidates.

Our client is looking for a TA leader who can fix the system, not just manage recruiters.

What This Role Would Be Solving

• Unclear workforce priorities: Roles are approved, but critical roles are not prioritised clearly, leading to stretched teams and slow hiring.
• Hiring managers not equipped to hire well: Interviewing is inconsistent, expectations shift, and strong candidates drop off.
• Processes that slow hiring down: Too many steps where they don’t add value, too few where decisions actually matter.
• TA not involved early enough: Recruiting is brought in after hiring decisions are already formed, rather than helping shape them.

What This Role Would Own

• Workforce planning and hiring strategy
• Recruiting team structure and performance
• Hiring manager capability and alignment
• Sourcing and channel strategy
• Hiring metrics and operational improvements

Requirements

Who We Are Interested in Speaking With

We are particularly interested in speaking with TA leaders who have:

• Built or improved hiring functions
• Led recruiting teams across multiple functions or geographies
• Partnered closely with leadership on workforce planning
• Introduced structure into fast-changing environments
• Balanced hiring velocity with hiring quality

Common profiles include:

• Regional Head of Talent Acquisition
• Talent Acquisition Director
• Senior TA Leader in high-growth environments

If you’re interested in this role where TA is expected to influence business decisions — not just execute hiring — we’d be glad to speak.

Benefits

At Substance, we believe in genuine connections, not just filling roles. If your profile is a strong match, you’ll hear from us within 1-2 weeks. If not, no empty promises—just know we appreciate your interest, and we’ll keep you in mind for future opportunities where you can truly make an impact. Our focus is on building meaningful partnerships, so when the right role comes along, we’ll be ready to make it count.

Getsubstance.co Pte. Ltd. | EA License No: 24C2398