Top Talent Acquisition Jobs in Singapore

Leads end-to-end recruitment for financial services consulting roles in Singapore and across international markets. Partners with senior consulting and HR leaders on hiring strategy, market intelligence, talent pipelines, workforce planning, sourcing, assessment, offers, onboarding, and candidate experience. Uses recruitment analytics and talent mapping to improve outcomes, supports employer branding and strategic talent initiatives, and mentors junior recruiters.

Lead talent acquisition strategy across APAC, partnering with hiring leaders and executives to recruit high-performing teams. Responsibilities include building proactive candidate pipelines, advising stakeholders, negotiating offers, optimizing recruitment workflows with AI agents and generative tools, and using hiring analytics to improve time-to-hire and sourcing efficiency. The role is based in Singapore and requires strong market expertise, communication, autonomy, and candidate experience skills.

Lead talent acquisition strategy and execution across APAC and the Middle East. Responsibilities include advising regional leaders, managing senior and business-critical searches, leading and coaching a dispersed recruitment team, improving recruitment processes and technology, managing agencies, overseeing reporting and budgets, and strengthening employer brand. The role requires extensive multi-country talent acquisition leadership, experience in consulting, financial services, technology, or digital environments, and professional English fluency.

Manages end-to-end recruitment for frontline personal financial services sales roles, including sourcing, screening, interviewing, offers, and onboarding. Partners with hiring managers and HR business partners, advises on hiring strategy and candidate selection, ensures compliance with licensing and recruitment governance requirements, and supports candidate experience, reporting, and hiring KPIs.

Partner with senior business leaders across APAC on mid- to senior-level hiring. Own requisitions from briefing through close, lead direct sourcing and headhunting, develop talent attraction strategies, and deliver a strong candidate experience. Advise stakeholders on talent markets, manage competing priorities, and use recruiting metrics to improve hiring outcomes. English and Chinese fluency are required, with in-house recruiting experience and the ability to operate effectively in a matrixed environment.

Manage end-to-end recruitment for business and corporate functions on a six-month contract. Responsibilities include sourcing, screening, interview coordination, offer negotiation, pre-onboarding, talent pipeline development, hiring-manager partnership, candidate communication, ATS maintenance, referral-program support, reference checks, and recruitment reporting.

Manage end-to-end recruitment, including sourcing strategy, candidate interviews, hiring-manager collaboration, C-level hiring, recruitment reporting, and process improvement. The role focuses on IT and marketing/sales recruitment across European and potentially U.S. markets, using ATS platforms, reporting systems, AI tools, and automation to improve hiring outcomes.

Coordinate interviews, communicate with candidates, screen resumes, support recruitment operations and onboarding, collaborate with hiring stakeholders, and assist with employer branding initiatives.

Leads full-cycle recruitment for semiconductor, engineering, and technology roles. Develops sourcing strategies, engages passive candidates, maps technical talent markets, manages recruitment channels, advises hiring leaders, assesses candidates, supports employer branding, ensures legal compliance, and improves talent acquisition processes. The role requires strong semiconductor recruiting expertise, international hiring experience, stakeholder management, market intelligence, and proficiency with recruiting technology.

Manage full-cycle recruitment across APAC, Japan, and Greater China, partnering with leaders on hiring needs, sourcing strategies, candidate assessment, pipelines, offers, recruiting analytics, and candidate experience. The role handles 15–20 concurrent permanent, freelance, and contractor requisitions across client services, strategy, PMO, creative, and medical strategy functions.

Manage end-to-end recruitment across Southeast Asia and Australia/New Zealand, partnering with hiring managers on sourcing strategies and early-career programs. Build talent pipelines, lead campus engagement, use recruiting technology, maintain data integrity, manage employment contracts, and promote JLL’s employer brand. The role requires talent acquisition experience, knowledge of labor laws, diverse sourcing expertise, social media recruiting, and strong communication and organizational skills.

Manage end-to-end talent acquisition in Vietnam, including sourcing passive candidates, screening, pipeline development, interview coordination, applicant tracking, reference checks, compliance, and onboarding transitions. The role manages 10–12 concurrent searches across project, construction, cost management, and engineering disciplines while meeting rapid turnaround goals and building long-term candidate relationships.

Manage end-to-end recruitment for real estate and construction roles, including sourcing, screening, interviewing, onboarding, pipeline development, and stakeholder partnership. Build employer brand through campus drives, job fairs, and digital channels. Ensure compliance with labor laws, track recruitment metrics, provide leadership insights, and support diversity and inclusion initiatives.

Own end-to-end technical recruiting for AI/ML, software engineering, infrastructure, mobile, frontend, backend, and leadership roles. Build talent maps, proactively source passive candidates, evaluate technical backgrounds, partner with engineering leaders, manage senior candidates, negotiate offers, and improve recruiting strategies using market data.

Owns the global technical recruiting function, hiring across AI/ML, engineering, infrastructure, web, mobile, and leadership roles. Responsibilities include developing recruiting strategy, leading critical searches, partnering with executives on hiring standards, building and coaching a technical recruiting team, improving recruiting processes through data and market intelligence, and developing talent networks across the US, Europe, and Asia.

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

Supports the Talent Acquisition team by sourcing and engaging candidates, managing candidate pipelines, screening applications, coordinating interviews, maintaining recruitment data, and representing Richemont at employer branding and campus recruitment events.

The role involves managing end-to-end recruitment for semiconductor manufacturing positions, focusing on high-volume hiring and partnering with production leaders to meet staffing needs efficiently.

Own and optimize Greenhouse and recruiting system operations, including job setup, workflows, permissions, templates, data integrity, reporting, dashboards, and process automation. Partner with recruiters, TA leadership, HRIS, and other stakeholders to troubleshoot issues and improve systems and processes. Independently manage recruiting operations projects from scoping through implementation, while providing insights into hiring activity and operational performance.

Support talent acquisition for technology roles by sourcing and screening candidates, managing job postings, coordinating interviews, maintaining ATS data, conducting market and competitor research, supporting employer branding and recruitment projects, and suggesting process improvements. The program is intended for current university students and recent graduates in an international, technology-focused environment.

Support full-cycle recruitment by sourcing candidates, screening resumes, coordinating and conducting interviews, maintaining ATS records, and managing candidate communications to ensure a positive candidate experience.

Lead negotiation, lifecycle management, compliance, and risk mitigation for commercial contracts and fee-for-service agreements. Identify commercial funding opportunities, develop cost proposals and pricing strategies, build donor/partner relationships, and implement contract management systems and analytics to protect organisational interests and maximise programme delivery.

Lead strategic direction, implementation, financial oversight, and stakeholder engagement for large donor-funded humanitarian and development programmes. Ensure compliance, strengthen systems (finance, procurement, MEAL, HR), manage senior staff and partners, and represent the programme to donors and governments while promoting learning and adaptive management.

Lead end-to-end pursuit of institutional funding: donor landscape analysis, Go/No-Go decision-making, proposal development and budgeting, donor relationship building, cross-functional bid coordination, award negotiation, and post-award transition. Implement grant workflows, knowledge management, and AI-assisted tools to improve proposal quality and institutional memory.

Provide financial leadership across the grant lifecycle: prepare compliant cost proposals, manage post-award financial monitoring and reporting, ensure donor compliance, support audits, advise on financial feasibility, build partner capacity, and maintain grant financial systems and analytics.