Top Recruiter Jobs in Singapore

The Staff/Principal Recruiter will advise on talent acquisition strategies, manage stakeholder relationships, lead recruitment programs, and utilize AI and digital tools to enhance hiring effectiveness.

Full-lifecycle recruiter responsible for sourcing, screening, and closing candidates; managing interview processes; negotiating compensation; using Greenhouse to track candidates; training interviewers and ensuring excellent candidate experience.

Source, screen and match candidates to open roles; build hiring manager relationships; execute sourcing strategies using recruiting databases; track candidates and meet metrics-driven talent acquisition goals.

The Senior Sales Recruiter will manage end-to-end recruitment for sales roles in the IT and SaaS sector in the APAC region, ensuring a diverse workforce and positive candidate experiences.

The Regional Recruiter will manage full-cycle recruitment for shipboard roles, develop strategies for regional talent acquisition, and collaborate with global teams to support high-volume hiring.

The Contract Recruiter will support full-cycle recruiting for mid-level roles across the APAC region, coordinate with hiring managers, and enhance candidate experience while managing recruitment operations.

Source, screen, interview, and onboard candidates; manage ATS/HRIS records; recommend hires and compensation; ensure compliance and promote company image while handling confidential information.

Lead end-to-end recruiting for GTM roles across Singapore and APAC. Build talent maps, source and close passive commercial candidates, advise hiring leaders, use data to improve pipeline quality, and scale recruiting processes across the region.

As a Senior Technology Recruiter, you'll manage the recruitment lifecycle for technology roles, emphasizing AI, software engineering, and building talent strategies in collaboration with business leaders to support Kensho's objectives in Singapore.

The Senior Executive Search Recruiter will lead executive hiring processes, manage external search firms, and partner with senior leadership to enhance recruitment outcomes.

The Recruiter sources, qualifies, and matches candidates to open positions, collaborates with hiring managers, and utilizes innovative recruiting strategies.

Lead end-to-end recruitment for corporate functions globally, partner with senior leaders on hiring strategy and workforce planning, source senior and niche talent, build talent pipelines, mentor junior recruiters, establish recruiting best practices, manage ATS and recruitment metrics, and ensure compliance and positive candidate experience.

Independent full-cycle recruiter managing sourcing, client engagement, offer negotiation, and placements using AI-driven tools. Acts as commercial advisor, provides market insights, and maintains self-directed billing and activity in a results-only, remote environment.

Own full-cycle recruiting for forward deployed engineering roles, design search strategies, build pipelines, partner with hiring managers, manage complex searches, guide candidates through the process, represent ElevenLabs externally, and iteratively improve hiring processes and tooling.

Manage full-cycle recruitment for UCT Singapore: consult with business stakeholders, source and screen candidates using diverse channels (LinkedIn, Jobstreet, referrals), interview, negotiate offers, and support TA process improvements and projects.

Lead high-volume, end-to-end recruitment for contractor and permanent roles across Asia. Build scalable hiring pipelines, manage contractor lifecycle and vendor relationships, oversee onboarding/offboarding governance, maintain HRIS records, generate recruitment analytics, and partner with HR, Finance, and hiring managers to optimize workforce planning and compliance.

Support end-to-end recruiting for product, engineering, and business roles. Source and screen candidates, coordinate interviews, maintain ATS records, assist with offers, and support recruiting projects and process improvements to keep hiring operations organized and responsive.

Lead end-to-end recruitment for corporate functions globally, partner with senior leaders on hiring strategy and workforce planning, source passive candidates, build talent pipelines, mentor junior recruiters, establish recruiting best practices, maintain ATS data and recruitment metrics, and support scaling the Talent Acquisition function.

Lead full-cycle recruiting with emphasis on outbound sourcing for GTM (sales) roles while supporting technical hires. Build candidate pipelines, manage interviews through offers, partner with hiring managers, improve recruiting processes, and represent employer brand to attract top talent in a fast-paced fintech startup.

Execute end-to-end recruiting: source and build pipelines, conduct structured screens, coordinate interviews, maintain pipeline metrics and candidate experience, and improve hiring velocity while preserving hiring standards.

Lead end-to-end technical recruitment for hardware and software engineering teams, partner with engineering stakeholders on role definitions and interview processes, manage pipelines and ATS tools, coordinate offers and compensation discussions, mitigate talent risks, and optimize technical sourcing and assessment to meet hiring targets.

Lead global technical recruiting across engineering, product, data, AI/ML, infrastructure and security. Own end-to-end hiring, sourcing strategies, talent mapping, stakeholder partnership, ATS/reporting, and mentor junior recruiters to build scalable TA processes and pipelines.

Support end-to-end recruiting for product, engineering, and business roles: source candidates, screen resumes and conduct initial screens, coordinate interviews, maintain ATS records, and improve recruiting processes and candidate experience.

Lead end-to-end hiring for software engineering roles globally, sourcing high-quality talent, improving recruiting processes, and partnering with stakeholders in a fast-paced environment.

Lead end-to-end global recruitment for corporate functions, partner with senior leaders on hiring strategy and workforce planning, build talent pipelines and conduct talent mapping, mentor junior recruiters, establish recruiting best practices and metrics, maintain ATS data and reporting, and ensure compliant, high-quality candidate experiences.