TA Executive

Confidentiel; Singapore; On-site; SGD 60,000 - 90,000; Full time

Job summary

Confidentiel is seeking a Talent Acquisition Executive to lead end-to-end recruitment for Engineering, R&D, IT, and Corporate Functions within an Electronics Manufacturing Services (EMS) environment. You will partner with hiring managers and HR stakeholders to attract, assess, and hire top talent while ensuring a positive candidate experience.

Campus recruitment and employer branding initiatives are included to strengthen the talent pipeline.

Qualifications

• Bachelor's Degree in Engineering or related disciplines.
• Minimum 5 years of recruitment or talent acquisition experience (in-house TA or recruitment consulting).
• Experience recruiting for Engineering, R&D, IT is an advantage.
• Experience in campus recruitment and employer branding initiatives is an advantage.

Responsibilities

• Manage the full recruitment lifecycle from requisition to offer acceptance.
• Partner with hiring managers to define requirements and sourcing strategies.
• Source, screen, and evaluate candidates via portals, LinkedIn, referrals and direct search.
• Coordinate interviews and provide market insights on talent and compensation.

Skills

Recruitment expertise

Stakeholder management

Employer branding

Campus recruitment

ATS management

Education

Bachelor's Degree in Engineering or related disciplines

Tools

Applicant Tracking System (ATS)

Job description

The Talent Acquisition Executive is responsible for end-to-end recruitment activities for Engineering, R&D, IT, and Corporate Functions within the Electronics Manufacturing Services (EMS) environment. This role partners closely with hiring managers and HR stakeholders to attract, assess, and hire quality talent while ensuring a positive candidate experience. The incumbent will also support employer branding and campus recruitment initiatives to strengthen the company's talent pipeline.

Key Responsibilities

Recruitment & Talent Acquisition

• Manage the full recruitment lifecycle from requisition approval to offer acceptance.
• Partner with hiring managers to understand hiring requirements, define selection criteria, and develop effective sourcing strategies.
• Source, screen, and evaluate candidates through various channels, including job portals, LinkedIn, referrals, and direct search.
• Conduct preliminary interviews and coordinate interview arrangements with stakeholders.
• Provide market intelligence on talent availability, compensation trends, and competitor hiring activities.
• Manage offer preparation, salary negotiations, and onboarding coordination.
• Ensure recruitment processes comply with company policies and employment regulations.
• Maintain accurate recruitment records and update applicant tracking systems on a timely basis.

Stakeholder Management

• Build strong partnerships with hiring managers, HR Business Partners, and business leaders.
• Proactively manage expectations and provide regular updates on recruitment progress.
• Advise hiring managers on hiring strategies, candidate assessment, and market conditions.

Employer Branding

• Support employer branding initiatives to enhance the company's reputation as an employer of choice.
• Collaborate with Internal Communications, Marketing, and HR teams on recruitment campaigns, social media content, and career-related events.
• Represent the company at career fairs, networking events, and recruitment activities when required.

Campus Recruitment & Internship Programs

• Coordinate campus recruitment activities with universities, polytechnics, and educational institutions.
• Build and maintain relationships with career offices, faculty members, and student organizations.
• Manage internship and graduate hiring programs, including sourcing, selection, onboarding, and engagement activities.
• Support initiatives to build a sustainable early-career talent pipeline.

Recruitment Analytics & Continuous Improvement

• Monitor recruitment KPIs such as Time-to-Fill, Time-to-Offer, Quality of Hire, and Candidate Experience.
• Prepare recruitment reports and provide insights to drive hiring effectiveness.
• Identify opportunities to improve recruitment processes and operational efficiency.

Qualifications & Experience

• Bachelor's Degree in Engineering or related disciplines.
• Minimum 5 years of recruitment or talent acquisition experience (in-house TA or recruitment consulting), preferably within the EMS, manufacturing, technology, or industrial sectors.
• Experience recruiting for Engineering, R&D, IT is an advantage.
• Experience in campus recruitment and employer branding initiatives is an advantage.