Own requisitions end-to-end: intake, sourcing, screening, interview coordination, and offer support.
Partner with hiring managers to align on role requirements, timelines, and candidate calibration — and hold them to process.
Source proactively across LinkedIn, job boards, and referral channels; don't wait for inbound to fill the pipeline.
Run structured interviews using WHO methodology and maintain scoring discipline in Kula ATS.
Keep stakeholders updated without being chased — candidate status, pipeline health, and blockers should be visible before anyone asks.
Coordinate practical assessments and debrief sessions with hiring panels.
Manage offer admin including documentation and candidate communication through to acceptance.
Flag capacity, timeline, or process risks early — to the TA Lead, not after the fact.
2–5 years of TA or recruitment experience, in-house or agency.
Comfortable working with technical hiring managers on engineering, robotics, or software roles — you don't need to be an engineer, but you need to hold your own in the conversation.
Strong stakeholder instincts: you know when to update, when to push back, and when to escalate. You don't go quiet when things are hard.
Process-disciplined: ATS hygiene, SLA awareness, documentation — these aren't administrative afterthoughts for you.
Clear communicator — written and verbal. You can give a concise update, a clear ask, or a difficult message without losing the relationship.
Experience with structured interviewing (WHO methodology or equivalent) preferred.
A fully built function with clear playbooks for every scenario. We're building as we go, and we move fast. If you're most effective in a fully documented environment, this role will feel early-stage. If you thrive when you have direction but have to figure out the how — this is your environment.
LionsBot Singapore, Singapore, SGP Office
Singapore, Singapore
