Talent Acquisition Manager (Tech) - GS26012

Activate Interactive Pte Ltd (“Activate”) is a leading technology consultancy headquartered in Singapore with a presence in Malaysia and Indonesia. Our clients are empowered with quality, cost-effective, and impactful end-to-end application development, like mobile and web applications, and cloud technology that remove technology roadblocks and increase their business efficiency.

We believe in positively impacting the lives of people around us and the environment we live in through the use of technology. Hence, we are committed to providing a conducive environment for all employees to realize their full potential, who in turn have the opportunity to continuously drive innovation.

We are searching for our next team members to join our growing team.

If you love the idea of being part of a growing company with exciting prospects in mobile and web technologies that create positive impact on people’s lives, then we would love to hear from you.

What will you do?

The Manager, Talent Acquisition is accountable for strategizing, designing, leading, and delivering end-to-end recruitment outcomes for the company in line with its business priorities and operating model.

The role ensures the company consistently attracts, hires, and retains high-quality technical, project, and corporate talent in a competitive market and evolving industry landscape, while maintaining cost discipline, hiring speed, and strong candidate experience.

This strategic cum hands-on leadership role combines recruitment strategy development, strategic workforce planning, stakeholder advisory and management, staff management, and direct ownership of critical and hard-to-fill hires.

1. Talent Acquisition Strategy & Workforce Planning

• Devise and implement an adaptable talent acquisition strategy to meet the company’s short- and long-term business goals in line with the company’s operating model. While maintaining strategic foresight, the strategy must also be nimble to adapt to the volatile manpower augmentation business environment.
• Develop and execute annual and hiring plans aligned with business growth, project demand, and manpower augmentation clients’ demand.
• Partner with business leaders and HRBPs to understand workforce requirements, role criticality, and hiring priorities.
• Provide market intelligence on talent availability, compensation trends, and hiring feasibility in the Singapore IT market.

2. End-to-End Recruitment Delivery (Hands-on)

• Oversee full-cycle recruitment for all roles across the organization, including:

1. IT delivery and project roles
2. Engineering, application specialists, tech lead, and UI/UX designer
3. Corporate functions roles

• Personally manage recruitment for senior, niche, or business-critical positions.
• Ensure structured, fair, and data-driven selection processes across all functions that are consistent with the Tripartite Fair Employment practices
• Drive strong offer management and candidate closure to achieve high acceptance rates.

3. TA Team Leadership & Performance Management

• Lead, coach, and develop a team of recruiters to deliver consistent hiring outcomes.
• Set clear recruitment SLAs, KPIs, and quality standards (e.g. time-to-hire, hiring manager satisfaction, high retention rate, etc.).
• Conduct regular pipeline and performance reviews to identify risks and bottlenecks.
• Build capability and succession within the TA team.

4. Stakeholder Management & Advisory

• Act as a trusted recruitment advisor to hiring managers and senior leaders.
• Guide hiring managers on job scoping, interview effectiveness, and selection decisions.
• Balance hiring speed, cost, and quality while managing stakeholder expectations.

5. Employer Branding & Talent Market Positioning

• Strengthen the organization’s overall employer value proposition (EVP), especially among IT professionals in Singapore.
• Drive employer branding initiatives across LinkedIn, job portals, referrals, and career platforms.
• Support employee referral programmes and targeted sourcing campaigns.

6. Recruitment Process, Systems & Analytics

• Own recruitment policies, processes, and governance.
• Leverage on AI and other technologies to enhance talent acquisition effectiveness and efficiency.
• Manage and optimize the Applicant Tracking System (ATS) and other recruitment tools and platforms..
• Develop, manage and avail comprehensive data-driven dashboard(s) to facilitate the real-time tracking of all talent acquisition outcomes, forecast and on-going activities, including insights from data analytics.
• Track and analyze recruitment metrics, including (not limited to):

1. Time-to-hire
2. Cost-per-hire
3. Offer acceptance rate
4. Hiring manager and candidate experience
5. New hire retention rate

• Use data insights to drive continuous improvement.

7. Vendor & Cost Management

• Manage relationships with recruitment agencies, search firms, and any other related vendors.
• Negotiate agency terms and ensure cost-effective use of external vendors.
• Monitor recruitment spends against budget and reduce reliance on agencies where possible.

8. Compliance & Risk Management

• Ensure recruitment practices comply with Singapore employment legislations and PDPA requirements.
• Maintain strong governance over approvals, documentation, and background checks.
• Reduce hiring risk through structured assessments and consistent hiring standards.