Job Purpose:
The Talent Acquisition Executive plays a strategic role in enabling organizational growth by ensuring the company attracts the right talent to achieve its business goals. As a bridge between
business leaders and the talent market, this role aligns hiring strategies with workforce planning and long-term development objectives. Beyond recruitment execution, the position contributes to shaping employer brand perception and enhancing overall talent competitiveness.
The ideal candidate is passionate about talent sourcing, experienced in partnering with Hiring Managers, and capable of managing multiple hiring pipelines in a fast-paced environment.
Department: HR-Admin
Supervised By:
HR ManagerA. Role & Responsibilities
As a Talent Acquisition Executive, you will be responsible for the following tasks:
1. Full-cycle Recruitment
Manage the end-to-end recruitment process: job briefing, JD drafting, sourcing, screening, interviewing, offer management, and onboarding handover
Partner closely with Hiring Managers to understand hiring needs, define job requirements, and build effective sourcing strategies
Ensure hiring timelines are met while maintaining high-quality candidate standards
Coordinate interviews and ensure smooth communication among stakeholders
Prepare and manage job offers in alignment with internal policies and market benchmarks
2. Talent Sourcing & Pipeline Building
Proactively source candidates via LinkedIn Recruiter, job boards, referrals, networking, and direct search
Build and maintain strong talent pipelines for both technical and non-technical roles in the Game industry
Engage passive candidates and nurture long-term talent relationships
Manage and optimize recruitment channels to ensure cost-effectiveness and quality
3. Stakeholder Management
Act as a trusted recruitment advisor to Hiring Managers
Provide insights on talent market trends, salary benchmarks, and candidate availability
Deliver timely updates and feedback to both internal stakeholders and candidates
Collaborate with cross-functional teams to improve recruitment processes and candidate experience
4. Recruitment Analytics & Reporting
Track and analyze key recruitment metrics: Time-to-Fill, Cost-per-Hire, Quality-of-Hire, Offer Acceptance Rate
Prepare periodic recruitment reports for HR Manager
Identify opportunities to improve hiring efficiency, sourcing strategies, and process optimization
Maintain accurate data in ATS and recruitment dashboards
5. Employer Branding
Support online/offline employer branding activities
Contribute ideas and content for recruitment campaigns and hiring events
Participate in job fairs, university events, or recruitment campaigns when required
