Talent Acquisition Specialist

THIRD PARTY CONSULTING PTE. LTD.; Singapore; On-site; SGD 60,000 - 95,000; Full time

Job summary

THIRD PARTY CONSULTING PTE. LTD. is seeking a Talent Acquisition Specialist to lead end-to-end recruitment, optimise ATS workflows and strengthen our employer brand in Singapore.

You will source, screen and hire top talent while partnering with managers to align hiring with business goals. You will also develop early-career talent pipelines through university partnerships and campus events, ensuring a positive candidate experience and competitive offers.

Qualifications

• Experience managing full recruitment lifecycle.
• Experience with ATS platforms and recruitment analytics.
• Experience building and maintaining early-career talent pipelines.

Responsibilities

• Manage the end-to-end recruitment lifecycle from requisition to onboarding.
• Partner with hiring managers to understand workforce requirements and priorities.
• Develop sourcing strategies via portals, networks, social platforms and referrals.
• Screen candidates, conduct interviews and assessments against role requirements.
• Coordinate interviews and ensure a positive candidate experience.
• Prepare offer recommendations and support salary benchmarking and negotiations.
• Monitor progress and provide recruitment reports and insights to management.
• Administer and optimise the ATS for efficient hiring workflows.
• Develop employer branding strategies and recruitment marketing across digital channels.
• Organise campus programs, career talks and engagement with educational institutions.
• Build talent communities and monitor trends to attract early-career professionals.
• Review processes for efficiency and quality of hire; stay informed on trends.

Skills

End-to-end recruitment

ATS management

Employer branding

Stakeholder management

Talent pipeline development

Education

Bachelor's degree or Diploma

Job description

Purpose of the Role

The Talent Acquisition Specialist is responsible for attracting, engaging and hiring high-quality talent to support the organisation's business objectives and growth. The role oversees the full recruitment lifecycle, optimises recruitment processes through effective use of Applicant Tracking Systems (ATS), strengthens the employer brand, and develops early-career talent pipelines through strategic partnerships with educational institutions and industry networks.

Key Responsibilities

1. Talent Acquisition & Recruitment

Manage the end-to-end recruitment lifecycle, from requisition approval and candidate sourcing to selection, offer management and onboarding.

Partner with hiring managers to understand workforce requirements, role specifications, hiring priorities and talent needs.

Develop and implement effective sourcing strategies through job portals, professional networks, social media platforms, referrals and direct search.

Conduct candidate screening, interviews and assessments to evaluate suitability against role requirements and organisational needs.

Coordinate interview arrangements and ensure a positive, professional and seamless candidate experience throughout the recruitment process.

Prepare offer recommendations and support salary benchmarking, compensation discussions and offer negotiations.

Monitor recruitment progress, analyse hiring metrics and provide regular recruitment reports and insights to management.

2. Applicant Tracking System (ATS) Management

Administer, maintain and optimise the organisation's ATS to support efficient recruitment workflows and effective hiring management.

Ensure the accuracy, completeness and integrity of candidate records, recruitment data and system documentation.

Develop and maintain recruitment dashboards and reports covering key metrics, including time-to-fill, source effectiveness, candidate conversion rates and recruitment costs.

Identify opportunities to enhance system functionality, automate recruitment processes and improve operational efficiency.

Provide guidance and training to hiring managers and recruitment stakeholders on ATS usage, system processes and recruitment best practices.

3. Employer Branding & Recruitment Marketing

Develop and implement employer branding strategies to strengthen the organisation's positioning as an employer of choice.

Plan and execute recruitment marketing initiatives across relevant digital and social media platforms.

Create engaging content that showcases the organisation's culture, employee value proposition, career opportunities and achievements.

Coordinate participation in career fairs, industry events, networking sessions and other employer branding activities.

Collaborate with Corporate Communications, Human Resources and business leaders to ensure consistent employer branding and recruitment messaging.

Monitor employer branding initiatives and recommend improvements to enhance talent attraction and engagement.

4. Early Careers & Talent Pipeline Development

Establish and maintain relationships with universities, polytechnics, ITEs and relevant professional institutions to build sustainable talent pipelines.

Develop and coordinate internship, graduate trainee and other early-career talent programmes to support current and future workforce needs.

Organise campus recruitment activities, career talks, networking sessions and engagement initiatives with educational institutions.

Build and maintain talent communities to nurture relationships with high-potential candidates for future opportunities.

Identify emerging talent trends and recommend initiatives to attract early-career professionals in relevant technology, cybersecurity, digital infrastructure and other business-critical fields.

Evaluate the effectiveness of early-career recruitment programmes and recommend enhancements where appropriate.

5. Stakeholder Management & Continuous Improvement

Provide recruitment market intelligence, talent availability insights, salary benchmarks and hiring recommendations to business leaders.

Build strong working relationships with hiring managers and internal stakeholders to align recruitment strategies with business priorities.

Ensure recruitment activities comply with applicable employment legislation, fair employment guidelines and organisational policies.

Support diversity, equity and inclusion initiatives by promoting fair, objective and consistent hiring practices.

Review recruitment processes and identify opportunities to improve efficiency, quality of hire, stakeholder satisfaction and candidate experience.

Stay informed of recruitment trends, sourcing technologies and industry best practices to strengthen talent acquisition capabilities.

6. Other Duties

Undertake any other duties, projects or responsibilities as assigned by the Head of Human Resources or Management from time to time.

Requirements

Education & Experience

Degree or Diplom