Role Overview

The Recruitment Head responsible for leading end-to-end recruitment while contributing analytically and structurally to retention programs, manpower planning, organizational structure, and selected HR policies.

This role is designed for a proactive, systems-thinking recruitment leader early in their career who demonstrates low agreeableness with high care, someone who challenges weak hiring decisions, designs better systems, and remains deeply committed to people outcomes and experience quality.

The position is hands-on, execution-led, and impact-driven. Authority is earned through rigor, delivery, and judgment rather than tenure.

Core Accountabilities

1. Recruitment Leadership (Primary Accountability)

• Own and deliver full-cycle recruitment for professional, specialist, and priority roles.
• Lead sourcing, screening, assessment coordination, and offer closure.
• Design and continuously improve recruitment systems that are scalable, defensible, and experience-centric.
• Act as the primary recruitment advisor to hiring managers, including structured challenge on role clarity, expectations, and selection decisions.
• Reduce dependency on external agencies through direct sourcing and internal pipeline development.
  
  
  

2. Talent Experience & Retention (Structured Contribution)

• Analyze hiring outcomes and early attrition to identify root causes linked to recruitment decisions, role design, or onboarding.
• Contribute data-backed input to retention initiatives, career pathways, and internal mobility discussions.
• Ensure recruitment practices actively support retention rather than create downstream attrition risk.
  
  
  

3. Manpower Planning, Structure & Policies (Analytical Contribution)

• Support manpower planning by translating business demand into realistic hiring assumptions and timelines.
• Identify structural inefficiencies, role overlaps, or capability gaps observed through recruitment activity.
• Contribute to recruitment-related HR policies with a focus on clarity, fairness, and operational feasibility.
• Apply governance discipline to hiring decisions under pressure.
  
  
  

Required Experience & Education

• 5 years or more of hands-on recruitment or talent acquisition experience.
• Demonstrated ownership of end-to-end hiring outcomes.
• Strong analytical capability.
  
  
  

Core Recruitment Competencies

• Proactive: anticipates hiring risks and acts without waiting for instruction.
• Systems thinker: understands how recruitment decisions affect retention, structure, and performance.
• Low agreeableness, high professionalism: challenges poor decisions while remaining respectful and credible.
• Resourceful: effective under constraints; finds solutions without excessive reliance on vendors.
• Educated and analytical: applies structured thinking rather than intuition alone.
• Caring: takes responsibility for the real impact of hiring decisions on people and teams.
• Experience-centric: prioritizes candidate and hiring manager experience that is practical, not cosmetic.
• End-to-End Recruitment
• Talent Acquisition
• Candidate Sourcing
• Screening & Interviewing
• Offer Management
• Hiring Manager Partnership
• ATS Administration
• Systems Thinking
• Process Design & Improvement
• Workforce / Manpower Planning
• Recruitment Metrics & Analytics
• Talent Pipeline Development
  

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