THE ROLE
As Talent Acquisition Manager, Corporate Hiring, you will own end-to-end recruitment for the corporate roles, ensuring hiring moves with pace, structure, and sound judgment.
This is a hands-on role for a strong operator who can manage multiple priorities, build trust with hiring managers, and bring consistency to hiring execution in a fast-scaling environment. You will be responsible for keeping roles moving, improving visibility across pipelines, and ensuring stakeholders have confidence in the hiring process.
While the role is primarily execution-focused, you will also be expected to strengthen hiring discipline through better tracking, clearer communication, and practical process improvements over time.
What You'll Be Doing
Talent Acquisition Delivery & Execution
Own full-cycle recruitment for corporate roles across multiple functions
Manage active requisitions end-to-end, ensuring roles move efficiently through each stage
Drive hiring execution with a focus on speed, quality, and consistency
Hiring Operations & Pipeline Management
Maintain clear visibility across all active roles, including progress, risks, and next steps
Keep pipelines moving proactively and resolve bottlenecks early
Ensure structured tracking of candidates across all stages of the process
Stakeholder Management
Partner closely with hiring managers to define role requirements and align on candidate profiles
Provide clear guidance on hiring progress and decision points
Support consistent and timely decision-making across teams
Sourcing & Talent Pipeline Development
Build and maintain pipelines for recurring and hard-to-fill corporate roles
Use direct sourcing, referrals, and external partners where needed
Strengthen quality of inbound and outbound talent flows over time
Process, Reporting & Continuous Improvement
Deliver clear weekly updates on pipeline status and hiring progress
Improve hiring workflows, templates, and coordination between stakeholders
Strengthen hiring discipline through better structure, follow-through, and visibility
Key Requirements
7+ years of experience in Talent Acquisition, including full-cycle recruitment across multiple concurrent roles in fast-paced or scaling environments
Proven experience partnering with hiring managers and stakeholders to deliver consistent hiring outcomes
Strong experience sourcing niche, hard-to-fill, or urgent roles
Experience working with agencies or external recruiting partners is an advantage
Strong ability to operate in fast-moving, ambiguous environments with high ownership and independence
Strong communication skills and stakeholder management ability
Highly organized with ability to manage multiple active roles and maintain pipeline discipline
Strong judgment in candidate evaluation and hiring decisions
Experience hiring across multiple geographies is an advantage
Experience in startup, BPO, or similarly dynamic environments is an advantage
WHAT SUCCESS LOOKS LIKE: FIRST 90 DAYS
Active roles are clearly tracked and progressing
Weekly reporting gives meaningful visibility
Hiring managers are better guided and more accountable
Priority roles move faster with fewer avoidable delays
Hiring execution becomes more structured and dependable