Job Responsibilities

Strategic Talent Acquisition

Lead full-cycle recruitment for complex, niche, leadership, and business-critical positions across Aprio PH.
Partner with hiring managers and business leaders to understand current and future workforce needs, translating them into effective hiring strategies.
Facilitate intake discussions to align hiring expectations, timelines, candidate profiles, and recruitment approaches.
Serve as a trusted advisor by providing recommendations on talent availability, compensation competitiveness, hiring trends, and recruitment best practices.

Talent Sourcing & Pipeline Development

Design and execute innovative sourcing strategies to attract top talent across multiple functions.
Build and maintain proactive talent pipelines for critical and future hiring needs.
Utilize advanced sourcing techniques including Boolean search, LinkedIn Recruiter, referrals, networking, and talent mapping.
Develop creative sourcing campaigns to improve candidate quality and reduce time-to-fill.

Stakeholder Partnership

Build strong relationships with hiring managers, HR Business Partners, and leadership teams.
Influence hiring decisions by providing market insights, candidate assessments, and data-driven recommendations.
Manage stakeholder expectations throughout the recruitment lifecycle while ensuring an exceptional hiring experience.
Partner with global Talent Acquisition colleagues to support cross-functional hiring initiatives and share best practices.

Candidate Experience & Employer Branding

Deliver a best-in-class candidate experience from initial engagement through onboarding.
Represent Aprio's employer brand with professionalism and consistency across all candidate interactions.
Promote diversity, equity, and inclusion throughout the recruitment process.
Act as an ambassador for Aprio's culture and employee value proposition.

Recruitment Excellence & Process Improvement

Maintain accurate recruitment data within Lever and ensure compliance with recruitment standards.
Monitor recruiting metrics including time-to-fill, quality of hire, pipeline health, and candidate experience.
Identify opportunities to improve recruitment processes, workflows, and sourcing effectiveness.
Participate in Talent Acquisition projects, employer branding initiatives, and continuous improvement efforts.

Leadership & Mentorship

Coach and mentor Talent Acquisition Advisors and junior recruiters by sharing best practices and sourcing strategies.
Support onboarding and knowledge sharing within the Talent Acquisition team.
Serve as a subject matter expert on recruitment tools, sourcing methodologies, and market intelligence.
Lead by example in fostering collaboration, accountability, and a high-performance recruiting culture.

Qualifications

Bachelor's degree in human resources, Psychology, Business, or a related field, or equivalent work experience.
5+ years of progressive full-cycle recruitment experience, preferably supporting both Philippines and U.S. hiring.
Demonstrated success recruiting for technical, professional, senior, and difficult-to-fill positions.
Strong knowledge of Philippine and U.S. talent markets and recruitment best practices.
Advanced sourcing expertise using LinkedIn Recruiter, Boolean search, referrals, networking, and other sourcing platforms.
Experience using Applicant Tracking Systems (Lever preferred).
Strong stakeholder management, consulting, negotiation, and influencing skills.
Ability to analyze recruiting metrics and use data to improve hiring outcomes.
Excellent organizational skills with the ability to manage multiple priorities in a fast-paced environment.
Proven ability to mentor team members and contribute to Talent Acquisition process improvements.
Demonstrated problem-solving skills with a continuous improvement mindset.
Strong sense of accountability, ownership, and customer service.
Amenable to work in a hybrid set up (2 months initial daily onsite followed by 2 days onsite, 3 days work-from-home)

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Aprio PH - Senior Talent Acquisition Advisor