Total 5 recruiter job vacancies in Singapore, Singapore

Your Career

Palo Alto Networks is in search of a Senior Recruiter to evolve our recruitment model, process and strategy for Go-To-Market  teams in Singapore, supporting the ASEAN region. This position encompasses all stages of the hiring process – from partnering with business leaders on position strategy and candidate requirements, developing sourcing strategies to target and assess top talent, and negotiating/closing offers. This role will require a consultative approach while collaborating with senior executives and stakeholders across the Company, including HR functions.

Are you willing to be a part of an experienced, collaborative team that is passionate about our success? As a member of our Recruiting team, you will be responsible for the development, assessment, and delivery of uniquely qualified prospects for one of the most innovative companies in the world. Your focus is on delivering amazing customer and candidate experiences, developing lasting relationships and partnering closely with HR colleagues across the globe.

Your Impact

• As a thought partner, collaborate with People partner and functional business leaders to understand skill requirements, background, and experience needed to develop a comprehensive short- and long-term recruitment strategy to meet demand plan

• Share market intelligence discovered by partnering with clients, engaging with candidates, and staying on top of market trends

• Be a contributing senior member of the talent acquisition team, involved in helping shape the TA strategy and champion best practices to continue Palo Alto Networks’ market position

• Influence senior leadership and gain alignment on candidate calibration and recruitment process

• Gain a solid knowledge of top talent within the security, networking, SAAS and related industries

• Possess razor-sharp instincts and know how to measure talent through professional qualitative and quantitative metrics

• You are charged with building a pipeline of top talent, and skillfully covert passive candidates

As a Recruiter at Wise you’ll be responsible for hiring the best talent across the APAC region. You’ll own talent management, helping the business to scale and enable Wise to achieve our mission - money without borders. You’ll be a key member of the recruitment team with a focus on delivering exceptional talent while keeping candidate and hiring manager experience front and centre of what you do. This is a 12 month fixed term contract role based in Singapore.

Culture is everything to us at Wise and identifying, finding and selecting the best talent to support our highly collaborative and non-hierarchical culture is key. As a Recruiter, you are vital to the overall success of Wise. The right person will have an excellent knowledge of talent management and understand how to partner effectively.  

Your mission:

• You’ll help us scale the teams over the next few years so we can help more customers save money using Wise

• You’ll manage candidates end-to-end ensuring they receive the best possible experience in line with Wise values, even if they weren’t successful (you never know, the perfect role might come up later), and build a strong talent network locally and internationally

• You’ll build and develop relationships with with hiring teams, guiding them through processes

• Always seeking growth opportunities, not afraid to step outside of your comfort zone and take a risk

• Source and engage the best talent 

• Use data to support your hiring recommendations, as well as using it to retro processes, figure out the blockers to hiring, communicate how these can be overcome and continually optimise the process to make sure it is globally scalable

• You'll partner with hiring teams and other People teams (e.g. People Operations), to support various initiatives (e.g. referral programs, talent mapping, salary benchmarking, etc)

Assurity Trusted Solutions (ATS) is a wholly owned subsidiary of the Government Technology Agency (GovTech). As a Trusted Partner over the last decade, ATS offers a comprehensive suite of products and services ranging from infrastructure and operational services, authentication services, governance and assurance services as well as managed processes. In a dynamic digital and cyber landscape, where trust & collaboration are key, ATS continues to drive mutually beneficial business outcomes through collaboration with GovTech, government agencies and commercial partners to mitigate cyber risks and bolster security postures.

We are looking for an individual to join us as a Junior Tech Recruiter (2 year contract).

A brief summary of your job responsibility:

• Handle the full recruitment life cycle across multiple functions and locations in Singapore - from sourcing, initial candidate assessment to interview to offer management
• Candidate Management to ensure a meaningful and positive experience for applicants, ensuring the Employer Value Proposition and Branding is effectively communicated
• Build strong relationships with business units and with other functions in GovTech.
• Dynamic and highly knowledgeable of the latest trends and technological innovations in recruiting techniques
• Contribute ideas and participate in enterprise improvement initiatives and drive continuous improvements in the candidate journey
• Involve in HR Ops, such as background and reference check, preparation of employment contracts and onboarding process
• Maintain and update recruitment records for HR Dashboard

To succeed in this role, you will ideally have:

• Minimum 1 year of technology recruitment experience, with a proven record of successful placement, preferably in the high-tech industry
• Experienced in using social media, job boards, internet sourcing, and other means to work closely with passive candidates
• Good business acumen and excellent negotiation skills to influence and engage stakeholders of all levels
• Maintain a professional demeanor at all times eg. high level of discretion and confidentiality
• Attention to detail and process-minded
• Fast learner to navigate the internal processes in a highly governed and controlled environment
• Extensive past use of HRIS (Workday preferable) and applicant tracking systems (Workable preferable)
• Knowledge in Tableau is an added advantage.

The remuneration package will commensurate with your qualifications and experience. Interested applicants, please click "Apply Now".

We thank you for your interest and please note that only shortlisted candidates will be notified.

By submitting your application, you agree that your personal data may be collected, used and disclosed by Assurity Trusted Solutions Pte. Ltd. (ATS), GovTech and their service providers and agents in accordance with ATS’s privacy statement which can be found at: https://www.assurity.sg/privacy.html or such other successor site. 

• We have flexible working hours with hybrid working arrangements.
• Contract Staff enjoys the same benefits as Permanent Employees.

Job: Experienced Business Developer in HR/ Recruitment (Freelance)

Are you a seasoned professional with a proven track record in both recruitment and/or B2B business development? We're looking for an experienced Recruiter (Business Development Associate) to join our team and drive our growth by building and nurturing relationships with global/ international clients.

Key Responsibilities:

• Develop and implement strategic business development plans to expand our client base in the recruitment industry.
• Identify and engage with potential clients, presenting tailored recruitment solutions to meet their needs.
• Build and maintain strong relationships with clients and stakeholders, ensuring exceptional customer satisfaction.
• Collaborate with internal teams to deliver high-quality recruitment services and achieve business objectives.
• Monitor industry trends and market conditions to identify new business opportunities.
• Prepare and deliver compelling presentations and proposals to prospective clients.
• Achieve and exceed sales targets through effective business development strategies.

Requirements:

• Minimum of 1 year of proven experience in business development, HR or preferably within the recruitment industry.
• Demonstrated success in working remotely and with various clients.
• Exceptional ability to build and maintain relationships with stakeholders such as clients and candidates.
• Strong communication, negotiation, and presentation skills.
• Highly motivated self-starter with a proactive approach to achieving goals.
• Ability to work independently and as part of a collaborative team.

Commission is 50% (for each deal)

The Recruiter is responsible for Service Excellence throughout the recruitment cycle. They act as a brand ambassador for the client, focused on delivering exceptional talent while providing proactive and timely communication on the status of the search. They serve as subject matter expert in talent acquisition and provide consultative direction and industry expertise to hiring leader.    

• Work Location: Candidates must be open to work in either of the client sites: RR Solutions Asia Pte. Ltd. 10 Tukang Innovation OR 1 Seletar Aerospace Crescent
• Work Arrangement: Hybrid (3x in the client office per week)
• Work Schedule: Day shift/ APAC shift

Specific Requirements:

• Minimum of 5 years' experience in full-cycle recruiting, preferably within the engineering or advanced manufacturing sectors.
• The ideal candidate should possess strong stakeholder management skills and the ability to independently manage the entire hiring process with minimal supervision.  

Responsibilities:   

Finding Candidates:  

• Lead a detailed job scope meeting with the hiring leader to determine position specifications, providing relevant market data and recommendations on possible approaches to the search or candidate requirements.
• Review of candidates who have applied via the Applicant Tracking System (ATS).
• Evaluate candidate qualifications against position requirements and determine who to move forward in the recruitment process.
• Develop and manage recruitment marketing plans or sourcing plans to determine the most appropriate candidate sources that align to the search requirements.
• Source candidates via resume databases, search engine and networking sites using Boolean search language.
• Solicit and pursue referrals from business networks and/or internal referrals.
• Utilize Cielo’s proprietary software for mobile and email campaigning to talent communities.

Engaging Candidates:

• Use an appropriate mix of media to connect with talent communities (phone, email, social media, etc.).
• Articulate value proposition to candidates who are interested in the job opportunity.
• Prepare candidates for interviews, coaching them on logistical information, interview schedule, appropriate attire and overall expectations.
• Ensure candidates are provided with timely updates concerning the status of their applications and interviews.

Assessing Candidates:

• Draft and utilize phone interview templates appropriate to the job description.
• Use independent judgement to compare candidate phone interview notes and skills assessments with position requirements to determine if the candidate is a match for the role or a potential match for other open positions.
• Issue skills testing as needed and evaluate results (if process dictates).
• Review background and reference information (if process dictates).

Influencing the Hire:

• Keep candidates engaged throughout process, ensuring consistent communication on the status of the search.
• Partner with hiring leader to determine offer details, using market data and compensation guidelines to support recommendations.
• Articulate a job offer to candidate and drive for candidate acceptance, anticipating and negotiating counter-offers as appropriate.

Service Excellence:

• Strict adherence to all regulations (OFCCP and all other compliance standards set forth).
• Work to deliver a strong candidate slate, continuously building talent pipelines to ensure there are multiple qualified candidates in play at all times.
• Provide accurate and regular reporting of recruiting activities to the hiring leader and Cielo leadership to depict both metrics and efforts.
• Identify perceived difficulties with searches and research and recommend solutions to both internal and external stakeholders.
• Proactively and regularly communicate the status of each search to the hiring leader, providing a consultative approach with recommendations on how to move forward.