Job Description

Set-up and Location: ONSITE – Ortigas, Pasig City Work Schedule: 6:00 AM to 3:00 PM Employment Type: Full-time Ready to Lead Recruitment at a Different Level? We're looking for a Talent Acquisition Manager who can step beyond individual recruitment delivery and take ownership of how an entire TA function performs. This is a senior leadership role for someone who knows that great recruitment isn't just about filling roles. It's about speed, quality, commercial alignment, strong leadership, and building a team that consistently delivers. You'll lead our Recruitment and Talent Sourcing leadership teams, work closely with Sales and Client Success, and partner with the Head of Talent Acquisition on workforce planning, performance, governance, and the continued growth of the function. And no, you won't be carrying a recruitment slate. Your focus will be on leading the people who do, removing roadblocks, strengthening the system, and making sure our Australian and US clients get the talent they need, when they need it. What You'll Do You'll be the kind of person who: Lead Recruitment Delivery Lead and manage three Recruitment Team Leads and one Talent Sourcing Team Lead, setting clear expectations around delivery speed and quality of hire. Run the weekly operating rhythm across the function, including pipeline reviews, capacity planning, and delivery tracking. Own the recruitment capacity model across roles, recruiters, fill rates, days to offer, and confirmed client start dates. Identify capacity and delivery bottlenecks before they become client-facing problems. Ensure recruitment teams consistently follow Staff Domain's recruitment methodology. Balance competing recruitment and sourcing priorities based on commercial urgency and client commitments. Take accountability for the overall performance of the Talent Acquisition function on behalf of the Head of Talent Acquisition. Partner with Sales Team Partner with Sales leadership and Account Executives on role fillability, salary expectations, and market availability before proposals reach clients. Ensure recruiters are involved in role calibrations and that recruitment briefs are complete before searches begin. Own the handover from Sales to Talent Acquisition at deal close and from Talent Acquisition to Client Success at placement. Give Sales a live view of recruitment pipeline coverage, expected start dates, and delivery risks. Partner with TA Intelligence to provide market insights around candidate availability, salary bands, and time to fill. Flag risks early, especially when they could affect a client's expected start date. Know the Roles We Hire Our client portfolio is concentrated across five major role families. You should be comfortable navigating these areas and coaching your leaders across them: Engineering, Drafting & Estimating: Architectural and structural drafters, estimators, detailers, civil and structural engineers, tender writers Accounting & Finance: Bookkeepers, accounts officers, tax and financial accountants, credit and loan processing, collections Legal: Paralegals, conveyancing professionals, legal assistants Marketing & Creative: Graphic and finished artists, paid media, SEO, content, ecommerce Customer Service & Operations: Customer service representatives, booking and scheduling, operations coordinators Own Senior Internal Hiring While client-facing recruitment delivery sits with the Recruitment Team Leads and their teams, you'll personally lead Head-of-level and senior leadership hiring for Staff Domain. You'll manage: Intake and role calibration Search strategy Candidate assessment Stakeholder alignment Offer management Confidentiality and sensitive candidate matters Coordination with People and Culture through offer and onboarding The expectation is the same as any high-priority search: structured, thorough, confidential, and accountable. Build Better Recruitment Leaders We want someone who doesn't just manage Team Leads, but makes them better leaders. Coach Recruitment Team Leads and the Talent Sourcing Team Lead across people leadership, pipeline management, delivery, and stakeholder partnership. Identify high-potential Recruitment and Sourcing Partners and develop them toward future leadership roles. Lead capability-building initiatives around calibration, search strategy, candidate assessment, and our key role families. Set the standard for leadership behaviour across the function: composed under pressure, accountable when things go wrong, and direct when decisions need to be made. Support succession planning and identify leadership gaps before they become business problems. Handle Complex Escalations When an issue can't be resolved at Team Lead level, you own the escalation. This may include: Recruitment delivery and sourcing performance Candidate suitability and compensation alignment Role calibration and stakeholder disagreements Sensitive candidate matters Background-check findings and compliance concerns Client delivery risks Process or integrity issues You'll also deputise for the Head of Talent Acquisition when required. For background checks, integrity is non-negotiable. Adverse findings are communicated to the client, the client makes the decision, and the record is never altered. Own Performance & Reporting You'll provide leadership with a clear picture of what's happening across Talent Acquisition. This includes: Weekly reporting on fills, days to offer, pipeline coverage, probation outcomes, and risks Identifying performance gaps by team and role family Working with Team Leads on improvement plans Supporting performance reviews and development discussions Providing early visibility of any risk to a client start date Help Shape the Future of TA You'll work closely with the Head of Talent Acquisition on: Headcount and capacity planning Team and pod structure Recruitment resourcing and budget Succession planning Capability gaps Organisational design as client demand changes You'll also help ensure the function continues to operate within Staff Domain's recruitment, privacy, compliance, and data standards. Requirements What You Bring We're looking for someone with: 8+ years of recruitment experience, including significant leadership experience. At least 3 years managing Team Leads or Managers, not only individual contributors. Proven experience leading recruitment delivery across a sizeable function or multiple recruitment teams. Strong professional recruitment experience, with depth in at least two of our five core role families and working knowledge of the others. Experience in an offshore staffing, RPO, employer-of-record, or similar recruitment environment serving Australian or US clients. A proven track record of being measured on quality of hire, probation outcomes, or retention, not just the number of placements. Experience partnering with Sales or commercial leadership on recruitment commitments and client delivery. Experience handling senior, executive, or confidential internal recruitment. Strong understanding of recruitment capacity planning and the ability to build and defend a recruitment capacity model. Strong coaching and leadership development capability. Excellent judgement and composure when dealing with sensitive or high-pressure situations. Strong knowledge of recruitment technology, sourcing platforms, and ATS systems. Zoho Recruit experience is an advantage. Strong understanding of recruitment compliance, data privacy, and candidate management processes. The Kind of Leader We're Looking For This role will suit someone who: Thinks beyond individual requisitions and sees the whole recruitment operation. Can challenge Sales or stakeholders when a role isn't realistically fillable. Doesn't wait for problems to become escalations before acting. Can move between strategic workforce planning and operational recruitment realities. Holds leaders accountable while still investing in their development. Makes decisions based on data, commercial priorities, and sound judgement. Understands that quality and speed have to work together. Is comfortable being the person people go to when the answer isn't obvious. Why This Role Matters Every client commitment starts with recruitment. When Sales closes a deal, our clients expect us to deliver. That means Talent Acquisition needs leaders who can see the entire picture: people, pipelines, capacity, market conditions, client expectations, and business priorities. As Talent Acquisition Manager, you'll be at the centre of that operation, leading the leaders who make delivery happen. Benefits Why You'll Love Working Here Competitive base salary + commission tied to recruitment performance and successful hiring outcomes. HMO, Dental, and Life Insurance for you and one free dependent from day one, with the option to enroll additional dependents. Paid Leaves: Birthday, Vacation, Medical, and Maternity. Up to 6 Vacation Leaves are convertible to cash on your anniversary. Employee Engagement Activities: Year-End Party, Family Day, Team Building, and more! Let's Talk If you're ready to take ownership of recruitment at a function-wide level , we'd like to hear from you.