Senior Talent Acquisition Partner

Fly Wing Technologies; Singapore; On-site; SGD 120,000 - 180,000; Full time

Job summary

Fly Wing Technologies is seeking a Senior Talent Acquisition professional in Singapore to own end-to-end recruitment for mid-to-senior and leadership roles across corporate functions. You will build talent maps, optimize sourcing channels, and lead a small team while partnering with business leaders on strategy, timelines, and risk management.

You will drive process improvements, implement AI-driven hiring tools, and ensure high-quality hires with strong stakeholder collaboration.

Qualifications

• 7–10 years in talent acquisition, closing senior and long-cycle roles.
• Experience in digital assets, fintech or regulated financial services is strongly preferred.
• Experience leading a small recruitment team and reporting regularly.

Responsibilities

• Own end-to-end recruitment for mid-to-senior and leadership roles across functions.
• Lead talent mapping, pipeline management, and sourcing channel optimization.
• Design and improve recruitment workflows, track key metrics and ensure offer quality.

Skills

Senior recruiting

Talent acquisition

Executive search

Team leadership

AI & automation

Stakeholder management

Tools

LinkedIn Recruiter

ATS / HRIS

Job description

Key Responsibilities

1. Senior and specialised hiring

• Own end-to-end recruitment for mid-to-senior, niche and long-cycle roles across BIT's corporate and business functions, from role diagnosis and hiring strategy through sourcing, joint interviews, offer negotiation and onboarding follow-up.
• Partner with business and function heads to define talent profiles, calibrate expectations and align on timelines and trade-offs.
• Lead closes for critical and leadership hires, including regulated and licence-linked roles where candidate approvals and background checks affect the start date.
• Manage offer negotiation and close risk across compensation, notice periods and counter-offers.

2. Talent mapping and sourcing channels

• Build and maintain talent maps and a pipeline of passive candidates across digital assets, fintech, banking and brokerage.
• Expand and optimise sourcing channels, including LinkedIn, employee referrals, headhunter partnerships and specialist communities, and track what each channel delivers.
• Track competitor organisation changes and key talent movements, and share market insight with business leaders to support hiring and organisation decisions.

3. Process, data and quality

• Design and improve recruitment workflows and SOPs, identify bottlenecks and drive them to resolution.
• Monitor funnel conversion, time to hire, offer acceptance and pipeline health, and adjust strategy based on the data.
• Build risk-prevention steps into the process, including background checks, reference checks and conflict-of-interest declarations, so offers convert and onboarding is not delayed.
• Manage agency and vendor relationships, fees and service quality.

4. HR Business Partner support

• Support HR Business Partners on workforce planning, headcount and organisation structure reviews.
• Contribute to performance management cycles, compensation benchmarking and employee relations matters where recruitment insight is relevant.
• Help prepare offer approvals, compensation proposals and hiring justifications, including for work-pass applications.

5. Team leadership

• Lead, coach and set objectives for talent acquisition team members, with regular reporting on hiring progress and execution.
• Build a high-performing team that uses AI and automation to hire faster without lowering quality.
• Be the point of contact for senior stakeholders on hiring status, risks and priorities.

Job Requirements

Experience

• 7 to 10 years in talent acquisition, with a track record of closing senior, niche and long-cycle roles in a fast-moving environment.
• Experience in digital assets, fintech, financial services or a similar regulated, high-growth setting is strongly preferred.
• Experience in a high-end or executive search team, or in-house recruiting for technical or leadership roles, is an advantage.
• Experience managing a small recruitment team, with clear objectives and regular reporting.
• Some HR Business Partner exposure, such as performance cycles, organisation design, compensation or employee relations, is a plus.
• Experience hiring across multiple jurisdictions, including Singapore, Hong Kong and Malaysia, is a plus.
• Comfortable using AI and automation tools to improve recruiting speed and quality.