The posting
The Recruitment Lead is responsible for owning and driving end-to-end talent acquisition activities to meet the organization’s staffing requirements. Reporting to the Head of Operations or People & Culture Lead, this role is pivotal in building strong candidate pipelines, ensuring rigorous background verification processes, and delivering a smooth and professional hiring experience. The Recruitment Lead will manage sourcing strategies, candidate screening, interview coordination, onboarding alignment, and compliance with client, legal, and internal standards.
This role is also responsible for shaping and documenting recruitment processes, managing Personally Identifiable Information (PII) responsibly, and ensuring recruitment operations are scalable, inclusive, and aligned to business goals. They will collaborate closely with operational leaders and stakeholders to refine employer branding, analyze market insights, and contribute to workforce planning.
- Health Insurance/HMO
- Enjoy unlimited MadMax Coffee
- Diverse learning & growth opportunities
- Accessible Cloud HR platform (Sprout)
- Above standard leaves
- Lead the full recruitment lifecycle from requisition to onboarding, ensuring hiring goals are met in a timely and efficient manner.
- Develop and execute sourcing strategies to attract high-quality talent through platforms such as LinkedIn, JobStreet, social media, referrals, and internal pipelines.
- Build and maintain a proactive talent pool for both immediate and future hiring needs.
- Collaborate with operations leaders and stakeholders to align recruitment activities with headcount forecasting and strategic workforce planning.
- Maintain and regularly update job descriptions to reflect business requirements and attract the right candidates.
Recruitment & Sourcing Expertise
- Strong experience managing full-cycle recruitment, preferably in a BPO, contact center, or volume-based environment.
- Proficiency in sourcing strategies, Boolean search techniques, and candidate pipeline management.
- Hands-on experience with Applicant Tracking Systems (ATS) and recruitment platforms.
Background Checks & Compliance
- In-depth knowledge of background verification processes and how to apply them within local regulatory frameworks.
- Confidence in handling sensitive candidate data and escalating risks appropriately.
Process Design & Data Privacy
- Experience in building and refining structured recruitment processes.
- Strong understanding of PII management, with a proven ability to maintain data security and compliance.
- Familiarity with local privacy laws such as the Philippines Data Privacy Act and relevant international standards.
Stakeholder & Candidate Engagement
- Exceptional communication and relationship-building skills, with the ability to work cross-functionally and influence stakeholders.
- Ability to advocate for both the business and candidates, maintaining a balance between operational needs and a positive hiring experience.
Strategic Thinking & Market Awareness
- Strong analytical mindset with the ability to interpret recruitment trends, market intelligence, and performance data.
- Demonstrated ability to shape recruitment strategy in alignment with business growth plans.
Time & Project Management
- Ability to manage multiple hiring campaigns and deadlines without compromising quality.
- Excellent organizational skills and attention to detail.
Talent Acquisition & Sourcing
- Lead the full recruitment lifecycle from requisition to onboarding, ensuring hiring goals are met in a timely and efficient manner.
- Develop and execute sourcing strategies to attract high-quality talent through platforms such as LinkedIn, JobStreet, social media, referrals, and internal pipelines.
- Build and maintain a proactive talent pool for both immediate and future hiring needs.
- Collaborate with operations leaders and stakeholders to align recruitment activities with headcount forecasting and strategic workforce planning.
- Maintain and regularly update job descriptions to reflect business requirements and attract the right candidates.
Candidate Screening & Interviewing
- Manage applicant tracking systems and databases to track candidate applications and stages.
- Screen, interview, and assess candidates against job requirements, role expectations, and cultural fit.
- Coordinate interviews with hiring managers and ensure a structured, positive, and timely candidate experience.
- Provide constructive and timely feedback to candidates and internal stakeholders throughout the process.
Background Verification & Compliance
- Oversee all aspects of the background verification process including employment history, references, ID validation, police and medical checks, or client-specific requirements.
- Ensure accurate documentation and secure handling of sensitive candidate information.
- Escalate concerns or discrepancies identified during the verification process and resolve them effectively.
- Ensure compliance with organizational, client, and legal requirements regarding data protection and candidate privacy.
Process Ownership & PII Management
- Design, document, and maintain clear, scalable recruitment processes across sourcing, interviewing, verification, and onboarding handoff.
- Ensure recruitment processes are standardized, accessible, and followed consistently across the business.
- Own and enforce best practices for managing Personally Identifiable Information (PII), including data storage, access controls, consent tracking, and secure communication.
- Maintain audit readiness and ensure compliance with relevant data privacy laws (e.g., Data Privacy Act, GDPR-equivalent guidelines).
Recruitment Strategy & Employer Branding
- Collaborate with operational leaders and key stakeholders to define and communicate the company’s Employer Value Proposition (EVP).
- Promote job openings and employer brand visibility across digital platforms and relevant channels.
- Organize and participate in job fairs, hiring events, and campus recruitment to expand candidate reach.
- Ensure that recruitment materials and interactions consistently reflect company values and culture.
Talent Market Intelligence
- Monitor and report on local labor market trends, competitor activity, and salary benchmarks.
- Provide insights to hiring managers on hiring feasibility, candidate expectations, and recommended sourcing strategies.
- Use data to inform recruitment forecasts, refine approaches, and make evidence-based hiring decisions.
Candidate Experience Focus
- Implement structured candidate feedback loops to continually improve the recruitment journey.
- Ensure all candidate touchpoints — from first contact to offer acceptance — reflect professionalism, transparency, and company values.
- Identify and address any process friction points that may negatively impact candidate experience or perception.
Onboarding Partnership
- Work closely with HR, Training, and Operations to ensure a seamless handover and onboarding experience.
- Ensure pre-employment and first-day requirements are aligned, coordinated, and communicated.
- Track onboarding success metrics (e.g., day-one readiness, early attrition) and recommend improvements where needed.
Diversity, Equity & Inclusion (DEI)
- Apply inclusive hiring practices that ensure equal opportunity and minimize unconscious bias in sourcing and selection.
- Promote diversity in talent pools and provide hiring managers with tools and resources to assess fairly.
- Track and report diversity metrics across candidate pipelines, recommending actions where representation is lacking.
Recruitment Reporting & Optimization
- Maintain recruitment dashboards, reports, and trackers to provide visibility to hiring leaders and executives.
- Track performance metrics such as time-to-fill, cost-per-hire, source of hire, and conversion rates.
- Continuously evaluate and improve recruitment workflows to increase efficiency and scalability.
- Present regular updates to leadership on recruitment performance, risks, and opportunities.
