【Key Responsibilities】
1. Talent Acquisition Strategy & Management
Full-Cycle Leadership: Lead the end-to-end recruitment process for all roles, from early-career engineers to C-level executives, ensuring a seamless and exceptional candidate experience.
Strategic Workforce Planning: Partner with business leaders and the Finance team to understand headcount demands, build hiring forecasts, and align recruitment strategies with the company's product roadmap and expansion goals.
Sourcing Innovation: Develop and execute proactive sourcing strategies to attract passive, high-caliber tech talent (e.g., Software Engineers, Data Scientists, Product Managers, Risk & Compliance experts) in a competitive landscape.
Employer Branding: Collaborate with the Marketing team to enhance the company's employer brand in the tech community, leveraging content, events, and social media to tell our story.
2. Performance & Data-Driven Recruitment
Metrics & Accountability: Define, track, and analyze key recruitment metrics (Time-to-Fill, Cost-per-Hire, Quality of Hire, Source Mix, Pipeline Conversion) to measure team effectiveness and identify areas for improvement.
Hiring Manager Performance: Coach and upskill hiring managers on interview techniques, unbiased evaluation, and decision-making processes to improve the quality of hires and reduce inefficiencies.
Recruitment Analytics: Use data to diagnose bottlenecks in the hiring funnel, provide regular dashboards to leadership, and make evidence-based recommendations for process changes.
3. Process Optimization & Tech Stack
Process Efficiency: Continuously refine the recruitment workflow to balance speed with quality, ensuring compliance and a fair candidate experience.
Tool Management: Leverage and optimize the Applicant Tracking System (ATS) and other recruiting tools to automate tasks, improve reporting, and enhance recruiter productivity.
4. Team Leadership & Development
Team Building: Recruit, mentor, and manage a team of recruiters and sourcers, fostering a high-performance, collaborative culture.
Capability Building: Identify skill gaps within the team and implement training programs to elevate the team's sourcing, negotiation, and advisory capabilities.
【Qualifications & Requirements】
Education: Bachelor's degree or above in Human Resources, Business Administration, Psychology, or related fields.
Experience:
10+ years of full-cycle recruiting experience, with at least 5+ years in a leadership/management role leading a TA team.
Industry Background: Proven experience in FinTech, Internet, or Software/SaaS companies, with a deep understanding of how to attract Product, Tech, and Commercial talent in these sectors.
Performance Management Experience:
Demonstrated ability to use recruitment data to evaluate and improve hiring manager performance.
Experience in implementing systems to track "Quality of Hire" and using feedback loops to refine sourcing and selection criteria.
Core Competencies:
Business Acumen: Strong ability to translate business strategy into a hiring plan; comfortable discussing technical requirements with engineering leaders.
Data-Driven: Highly analytical, with proficiency in Excel/Sheets and experience with HRIS/ATS reporting.
Market Intelligence: Deep knowledge of the tech talent landscape, compensation trends, and competitive dynamics.
Soft Skills:
Exceptional stakeholder management and influencing skills.
High level of resilience and adaptability in a fast-changing environment.
Strong negotiation and closing skills.
