Talent Acquisition Officer

SuperStaff

Talent Acquisition Officer leading and managing the recruitment process for various departments. Defining recruitment strategies and ensuring a seamless hiring experience for candidates and hiring managers.

Posted 7/8/2026full-timeAngeles • 🇵🇭 PhilippinesJuniorMid-LevelWebsite

About the role

Key responsibilities & impact

Develop and implement recruitment strategies aligned with the organization’s short- and long-term talent needs, with a strong focus on technical, niche, and hard-to-fill roles.
Partner with leadership to support workforce planning by identifying emerging skill requirements, market availability, and hiring risks for specialized roles.
Continuously assess talent market trends, especially for technology, specialized, and high-skill positions, to proactively adjust sourcing strategies.
Manage the full recruitment lifecycle for both general and technical/niche roles, including job scoping, job description development, sourcing, screening, interviewing, offer management, and onboarding handoff.
Translate complex technical requirements into clear, candidate-friendly job postings while maintaining accuracy and role expectations.
Handle offer discussions and negotiations for niche roles, ensuring competitiveness within market benchmarks while aligning with internal budgets.
Serve as the primary point of contact for technical and niche hiring, including roles that require specialized skills, certifications, or domain expertise.
Gain a strong working understanding of technical stacks, tools, methodologies, and role-specific competencies to effectively assess candidate suitability during initial screenings.
Conduct in-depth pre-screening interviews focused on validating technical experience, problem-solving capabilities, and role-specific expertise before endorsement to hiring managers.
Build and maintain pipelines of scarce and specialized talent through proactive sourcing, talent mapping, and long-term relationship building.
Source high-quality candidates using advanced sourcing techniques, including Boolean search, LinkedIn Recruiter, niche job boards, professional communities, referrals, and networking events.
Identify passive candidates for technical roles and develop targeted engagement strategies to attract talent in competitive markets.
Conduct talent mapping and competitor analysis for niche roles to provide hiring managers with realistic market insights and hiring timelines.
Collaborate closely with hiring managers and technical leaders to clarify role requirements, skill priorities, and interview expectations for specialized positions.
Advise stakeholders on market availability, compensation expectations, and hiring feasibility for niche roles.
Design and manage structured interview processes, particularly for technical roles, including coordination of technical assessments, panel interviews, and case studies where applicable.
Prepare interviewers with role context, evaluation criteria, and candidate profiles to ensure consistent and effective assessments.
Ensure fair, objective, and competency-based hiring decisions.
Oversee onboarding coordination to ensure a smooth transition for new hires, particularly for technical roles that require specialized tools, access, or training.
Maintain a high-quality candidate experience throughout the recruitment process, even for candidates not selected.
Support employer branding initiatives aimed at positioning the company as an employer of choice for technical and specialized talent.
Collaborate on recruitment marketing efforts, including job ads, social media campaigns, and talent community engagement.
Track and analyze recruitment metrics such as time-to-fill, quality-of-hire, source effectiveness, and hiring success rates for niche roles.
Use data and insights to continuously refine sourcing strategies and improve hiring outcomes for specialized positions.
Provide regular recruitment updates and insights to leadership.
Ensure all recruitment activities comply with legal, regulatory, and internal policies.
Promote inclusive hiring practices and diverse candidate pipelines, including within technical and traditionally underrepresented talent pools.
Stay updated on recruitment best practices, tools, and technologies, particularly those supporting technical recruitment.

Requirements

What you’ll need

Education: Bachelor’s degree in Psychology, Human Resources, Business Administration, or a related field.
Experience: 2-5 years of experience in talent acquisition, recruitment, or HR, with at least 2 years in a leadership or management capacity.
Skills:
- Expertise in sourcing, interviewing, and recruitment best practices.
- In-depth knowledge of Applicant Tracking Systems (ATS), recruitment tools, and sourcing platforms.
- Strong communication, negotiation, and interpersonal skills.
- Ability to manage multiple high-priority roles and meet hiring targets.
- Proficient in recruitment metrics, analytics, and reporting

Benefits

Comp & perks

- HMO with 1 free dependent upon hire
- Life Insurance
- Night Differential
- 20 PTO credits annually
- VL and SL cash conversion
- Annual Performance-Based Merit Increases and Employee Recognition
- Great Company Culture
- Career Growth and Learning
- A laptop will be provided by the company
- MIDSHIFT
- HYBRID (Makati or SM Clark)

ATS Keywords

✓ Tailor your resume

Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills & Tools

Recruitment Best PracticesInterviewing TechniquesJob Description DevelopmentBoolean SearchTalent MappingCandidate ScreeningOffer ManagementOnboarding CoordinationNegotiation SkillsData Analysis

Soft Skills

Interpersonal SkillsNegotiation SkillsProblem-Solving SkillsCollaboration SkillsAdaptability