Staffstream
About The Role This is the number two seat in our Talent function. Part people leader, part working recruiter, and the person the team and the clients turn to when something needs sorting. You run the day to day. Which Talent Specialist picks up which vacancy, whether the pipeline is actually moving, whether the endorsements going to clients are good enough, whether interviews are being scheduled fast enough, whether the numbers are where they need to be. When a search is stuck, you are the person who unsticks it, not the person who reports that it is stuck. You also recruit. You carry your own requisitions, run your own in-depth interviews, headhunt for the roles nobody else can crack, and you are accountable for filling them. This is not a role where you watch a dashboard while the team does the work. The team needs to see you closing roles to the standard you are holding them to. And when the Head of Talent is unavailable, whether that is a day, a week, or a longer planned absence, you hold the function. WHAT YOU WILL OWN Team and operations. Allocate live vacancies across the team based on who actually has the right depth for the role, not who has spare capacity. Keep every hiring track moving to timeline. Find the bottleneck and clear it, whether it is sourcing approach, calibration, salary or client responsiveness. Be the first escalation point for the team on anything recruitment related. Coach Specialists on the craft: search strategy, screening depth, interview technique, client conversations. Candidate quality. Own the quality gate. No candidate reaches a client until you have reviewed the endorsement: CV, interview summary, scorecard, assessment output, salary expectation, and a clear reason we are recommending this person for this brief. If the client named a must-have, it needs to be evidenced, not assumed. Your own desk. Manage your own vacancies from briefing through to placement. Source and headhunt directly for difficult, senior and specialised roles across LinkedIn Recruiter, Apollo, JobStreet, Indeed, Kalibrr, OnlineJobs.ph and our own talent pool. You carry the same KPIs as the team on your own requisitions. You are measured on delivery, not only on oversight. Clients. Timely, professional communication with Australian clients throughout every search. Our standard is proactive weekly updates on every active role, sent even when there is no new development, and same business day response. Silence is not acceptable and you own that standard for the team. Chase interview feedback actively. Manage expectations on talent availability, realistic salary levels and timelines, and say the difficult thing at intake rather than at shortlist. Performance and reporting. Own team performance against agreed recruitment KPIs: fill rate, time to first endorsement, time to fill, and client communication standards. Track conversion at every step. Run regular one to ones. Coach where targets are being missed, and know the difference between a capability gap, a capacity problem, and a client-side delay. Report to the Head of Talent with the story behind the numbers, not just the numbers. Systems and handover. Keep recruitment data accurate and current in the ATS, and make sure the team works inside the system rather than around it in personal trackers. Hand every accepted candidate cleanly to Onboarding with a complete file and confirmed start date. Support the build and improvement of recruitment workflows and SOPs as we scale. WHAT WE ARE LOOKING FOR Must have: Experience in outsourcing, offshoring, BPO or agency recruitment supporting international clients Experience as a Recruitment Team Lead, Recruitment Lead, Senior Talent Acquisition or similar Proven experience managing and coaching a recruitment team, with concrete examples of what improved under you Strong hands-on recruitment capability. You can still run a full search yourself, and run it well Solid command of recruitment KPIs, conversion metrics and performance management Experience across more than one ATS Strong client and stakeholder communication, including with senior decision makers Experience building sourcing strategies for different role types, including passive and Boolean search Excellent written and verbal English Highly preferred: Experience recruiting Filipino talent for Australian clients Technology and IT recruitment experience, including technical and specialised roles Experience within an outsourcing or offshoring delivery model, not only agency or in-house Experience deputising for a Head of Talent, Recruitment Manager or similar Salary benchmarking experience in the Philippine market YOU WILL FIT HERE IF You are comfortable managing a team while still carrying a desk, and clear on when to switch between the two You move on a problem when you spot it, rather than waiting for it to escalate You are commercially minded. You hold both sides in your head: what the client expects, and what the market will actually deliver You are decisive. You prioritise, you make the call, and you own the outcome You can step in and lead with authority when the Head of Talent is away. Leading, not caretaking You read the recruitment numbers, find the problem inside them, and act on it
Staffstream
