Senior Talent Acquisition Partner

fly wing technologies pte. ltd.; Singapore; On-site; SGD 180,000 - 260,000; Full time

Job summary

fly wing technologies pte. ltd. in Singapore seeks an experienced Senior Talent Acquisition Lead to own end-to-end recruitment for mid-to-senior, niche and long-cycle roles across corporate and business functions.

You will partner with heads to define profiles, calibrate timelines and lead closes for critical leadership hires with regulatory considerations. You will build talent maps, optimise sourcing channels, and design robust processes with data-driven insights.

Qualifications

• 7–10 years in talent acquisition, closing senior and niche roles.
• Experience in digital assets/fintech or regulated finance.
• Executive search or in-house leadership hiring experience a plus.
• Experience managing a small recruitment team.
• Multi-jurisdiction hiring including Singapore, Hong Kong, Malaysia.

Responsibilities

• 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.
• Build and maintain talent maps and a pipeline of passive candidates across digital assets, fintech, banking and brokerage.
• Track competitor organisation changes and key talent movements, and share market insight with business leaders to support hiring and organisation decisions.
• 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.
• 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.
• 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.

Skills

Senior talent acquisition

Executive search

Interviewing

People management

AI in recruitment

Tools

LinkedIn Recruiter

ATS platforms

Background check systems

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.