Talent Acquisition Manager

Job Summary

Overall Purpose of the Role:
Lead and manage the Talent Acquisition (TA) team to deliver high-quality hiring outcomes that meet immediate and future business needs. This includes strategic workforce planning, day-to-day recruitment management, talent pipeline development, employer branding, and overseeing the new hire experience.

Why This Role Matters:
Hiring the right people at the right time is critical to business growth. This role ensures recruitment activity is aligned with business needs, supports an excellent candidate experience, and continuously improves recruitment performance through data, insight, and innovation.

Key Responsibilities

• Functional Responsibilities:
• Work with senior leadership and HR to align headcount plans with hiring strategies.
• Plan and manage end-to-end recruitment for open roles, both replacement and growth.
• Oversee the development and maintenance of talent pools for future hiring needs.
• Lead graduate and internship hiring efforts; build relationships with universities and technical institutes.
• Ensure recruitment activities reflect and reinforce the companys employer brand.
• Make full use of all recruitment channels (job boards, social media, sourcing, referrals, agencies, etc.).
• Use data and dashboards to monitor team performance and drive improvements.
• Guide and advise hiring managers throughout the hiring processchallenging where appropriate.
• Make job offers and manage the job offer process.
• Oversee induction (from job offer to first day) in collaboration with HR.
• Ensure the team engages with new hires during their first two months to support successful integration.
• Support the adoption and optimisation of recruitment systems and tools.
• Ensure legal compliance and high-quality documentation throughout the hiring process.
• Coach and develop team members to build their capabilities and confidence.
• Manage vendor relationships (recruitment agencies, advertising platforms, etc.).
• Internal/External Interactions:
• Internal: HR team, senior leadership, department heads, hiring managers, new employees.
• External: Candidates, agencies, university partners, sourcing platforms, recruitment vendors.
• Knowledge Responsibilities:
• Maintain current knowledge of Thai labour law as it applies to recruitment.
• Stay updated on recruitment trends, tools, and market conditions.
• Champion best practice and ethical recruitment standards.
• Financial Responsibilities:
• Manage TA-related spend and provide input into TA budgeting.
• Track and report on recruitment costs and source effectiveness.
• HR Responsibilities:
• Lead, support, and develop the Talent Acquisition team.
• Set clear goals and expectations for team members and provide regular feedback.
• Foster a collaborative and high-performance team culture.
• Travel Requirements:
• Occasional local travel for job fairs, university visits, and networking events.
• Tools, Technology & Systems Used:
• Applicant Tracking System (ATS), LinkedIn, job portals, Excel or dashboards for reporting, HRIS (integration), email and calendar tools.
• Success Measures / KPIs:
• Time-to-fill and quality-of-hire metrics
• Manager and candidate satisfaction
• Offer acceptance rate and early attrition
• Recruitment source effectiveness
• Internal team performance and development

Person Specification

Education / Certification:
Degree preferred but not essential; relevant experience and results are valued more.

• Essential Skills / Experience (Required):
• Proven track record of successful recruitment across multiple role types and levels.
• Experience leading and developing a recruitment team, with an ability to set priorities and coach others.
• Strong understanding of the Thai recruitment market, including hiring practices and candidate behaviour.
• Fluency in both Thai and English, written and spoken.
• Desirable Skills / Experience (Nice to Have):
• Ability to manage high volumes of recruitment and work at pace in a dynamic business environment.
• Experience with graduate recruitment programs and university relations.
• Familiarity with recruitment analytics and reporting dashboards.
• Experience working in fast-paced or growth-phase environments.
• Use of modern sourcing tools and social recruiting.
• Exposure to employer branding and recruitment marketing.
• Prior experience implementing or optimising an ATS.
• Core Behavioural Competencies:
• Strategic thinker with a hands-on mindset able to balance planning with execution.
• Strong communicator and influencer, able to challenge and guide senior stakeholders.
• Calm under pressure, with the ability to manage multiple priorities and urgent hiring needs.
• Supportive people leader, focused on coaching and team development.