Top Recruiter Jobs in Singapore

Leads full-cycle recruiting for revenue-critical GTM roles across Asia and Korea. Advises senior stakeholders on hiring strategy, develops talent pipelines, negotiates complex offers, provides market intelligence, tracks recruiting metrics, and ensures strong candidate experiences. Requires extensive in-house sales recruiting expertise, regional market knowledge, stakeholder influence, and Korean business proficiency as a desirable qualification.

Lead full-cycle recruiting for enterprise sales and other roles across Asia Pacific. Responsibilities include sourcing and assessing candidates, partnering with regional leaders on hiring plans, building talent pipelines, improving recruiting messaging and interview processes, training interview teams, managing candidate and hiring-manager experiences, and solving regional recruiting challenges. The role requires high-volume hiring, strong candidate closing skills, autonomy, and expertise with Greenhouse.

Own end-to-end recruiting for APAC business roles, partnering with senior leaders to define hiring strategies, build diverse talent pipelines, assess candidates, and deliver exceptional hiring outcomes. The role requires strategic talent partnership, market intelligence, stakeholder management, process improvement, and coordination with People, Legal, and Compensation teams across global hiring environments.

Own full-cycle recruiting for HappyRobot’s APAC go-to-market organization, with emphasis on Account Executives and other commercial roles. Partner with Sales leaders to create hiring strategies, build talent pipelines, source passive candidates, manage candidate journeys, and advise on regional talent markets and compensation. Improve recruiting processes and support selected generalist hiring in a fast-moving AI startup environment.

Advise hiring leaders and senior executives on technical recruiting priorities, organizational design, talent pipelines, interview processes, assessments, candidate experience, and compensation decisions. Source and engage candidates across hardware, software, design, research, and operations; use recruiting data to improve outcomes; collaborate with sourcing partners; and close complex, competitive offers.

Own full-cycle recruiting for Risk, Partnerships, and Operations roles across APAC. Partner with senior leaders on hiring strategy, talent-market insights, sourcing, candidate engagement, and workforce planning. Build pipelines for specialized and senior positions, use recruiting data to track outcomes, improve processes, and coordinate with compensation, people operations, benefits, onboarding, and legal teams. Apply structured hiring practices while testing AI-first sourcing strategies and new recruiting tools.

Own full-lifecycle recruiting for senior, complex roles across G&A, Customer Experience, EAA and IT. Source and build pipelines, partner with senior leaders, use analytics to improve hiring velocity, and design scalable recruiting processes across global markets.

Serve as Okta’s first Singapore-based Talent Acquisition partner, leading full-cycle hiring across APJ, primarily for go-to-market roles. Partner with regional executives, own senior and executive searches, build proactive talent pipelines, provide market intelligence, and advise leaders on talent strategy. The role requires deep APJ and Singapore market knowledge, strong sourcing and talent-mapping skills, executive influence, and the ability to operate across cultures and functions in a hybrid environment.

Supports daily recruitment activities by posting job advertisements, screening and shortlisting candidates, coordinating interviews, maintaining candidate records in the Applicant Tracking System, preparing offer letters, and assisting with onboarding. The intern collaborates with hiring managers and HR, manages recruitment administration, and performs other duties supporting successful hiring.

Own complex technical recruiting searches across AI/ML, software engineering, infrastructure, mobile, and leadership roles. Responsibilities include talent mapping, proactive sourcing and headhunting, technical profile evaluation, hiring-manager partnership, candidate negotiation and closing, and recruiting pipeline improvement. The role requires independently delivering difficult technical hires, advising engineering leaders, and recruiting globally, with a focus on senior and passive candidates.

Lead high-priority technical recruiting searches across AI/ML, engineering, infrastructure, web, and mobile. Build talent maps, source and close senior candidates, assess technical depth, partner with engineering leaders on hiring strategy, coach recruiters, improve pipeline quality, and develop scalable recruiting practices. The role requires hands-on ownership of difficult searches and expertise in technical talent markets.

Source, assess, and hire technical talent across AI/ML, software engineering, infrastructure, and related disciplines. Build talent maps, evaluate technical profiles, conduct recruiter screens, manage candidates through offers, partner with hiring managers, and maintain accurate recruiting pipeline data. The role requires proactive sourcing, strong communication, technical profile evaluation, attention to detail, ownership, and the ability to manage multiple searches in a fast-moving environment.

Own full-cycle recruiting for technical go-to-market roles across Singapore and the ASEAN/Greater China region. Partner with Field Engineering and Sales leaders on sourcing strategy, market mapping, compensation positioning, talent insights, workforce planning, and closing strategies. Build pipelines of passive technical talent, improve hiring processes through data and metrics, deliver an excellent candidate experience, and support diverse, high-caliber workforce growth in a fast-paced environment.

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.

Own end-to-end recruitment across technical, manufacturing, operations, and corporate roles in Singapore. Lead high-volume hiring campaigns, partner with contract manufacturers and business leaders, develop sourcing strategies, manage candidate experience and onboarding, monitor recruitment metrics, and advise leadership on workforce planning, talent availability, timelines, and hiring competitiveness. Coordinate across US and APAC time zones and support hiring initiatives at the Bulim Square facility.

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 full-cycle recruiting and sourcing for technical and non-technical roles. Source, engage, and close top-tier researchers, engineers, and operators. Build pipelines, partner with teams to define hiring bar, and scale employer brand while maintaining high hiring quality.

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.

Recruiter managing global hiring from intake and sourcing through structured screening, assessments, reference checks, and hiring recommendations. The role requires evidence-based candidate evaluation, targeted outreach across APAC, EU, and LATAM, accurate ATS and spreadsheet records, hiring-manager communication, and tracking recruitment metrics. This is a remote, part-time independent contractor position requiring 25 hours weekly.

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.

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.

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.

Seeking candidates for recruiter roles, focusing on sourcing and managing the recruitment process.

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.