HRTA MANAGER

I. JOB PURPOSE: Manage and develop Talent Acquisition operations; build and execute recruitment strategies aligned with business growth objectives. Directly lead the HRTA team, enhancing the quality of recruitment for IT and Back-Office functions, particularly Middle and Senior-level management roles. Ensure recruitment efficiency through data-driven decisions, recruitment systems, candidate sourcing, and team capabilities.

II. KEY RESPONSIBILITIES

Strategy & Sourcing:

• Build and execute recruitment strategies for IT and Back-Office roles to fulfill headcount plans and company growth targets.
• Proactively propose tailored recruitment strategies based on role categories, market dynamics, seniority levels, and hiring difficulty.
• Establish and manage a robust Talent Pipeline; proactively build candidate pools for specialized, hard-to-fill, and Middle to Senior-level positions.

Full-Cycle Recruitment:

• Oversee the end-to-end recruitment process: requisition intake, sourcing strategy, screening, interviewing, assessment, offer negotiation, and onboarding.
• Directly source, engage, and evaluate high-caliber candidates when needed, especially for management, expert, and critical roles.
• Conduct in-depth interviews assessing competencies, experience, mindset, role fit, and cultural alignment.

Candidate Relationship & Channel Management:

• Build and maintain a high-quality candidate network within the industry; foster long-term relationships with both active and passive talent.
• Manage and optimize recruitment channels: LinkedIn Page, Job Boards, ATS, CRM, and other sourcing tools.

Data-Driven TA & Optimization:

• Track recruitment metrics, conversion rates, talent funnels, and channel effectiveness; leverage data to identify bottlenecks and optimize performance.
• Establish, standardize, and continuously improve recruitment SOPs, templates, workflows, and candidate data management systems.

Stakeholder & Team Leadership:

• Partner closely with Hiring Managers and stakeholders to clarify recruitment needs, align on evaluation criteria, and elevate hiring quality.
• Manage KPIs, performance, and deliverables of the HRTA team; distribute workload effectively based on team members capacity.
• Train, coach, and mentor recruiters on sourcing, Boolean search, headhunting, interviewing, candidate assessment, ATS utilization, and data management.
• Foster a proactive, accountable, collaborative, and high-performing team culture.
• Monitor recruitment progress, produce periodic reports, and propose actionable solutions for delayed roles or weak pipelines.
• Manage relationships with external vendors, recruitment agencies, professional communities, and talent networks as required.
• Perform other tasks as assigned by the direct line manager.

III. PEOPLE MANAGEMENT

• Recruit, build, and scale the HRTA team in line with the company's growth direction.
• Set clear goals, KPIs, and performance standards for individual recruiters and the overall team.
• Evaluate performance based on quantity, quality, time-to-fill, and satisfaction levels of Hiring Managers.
• Conduct periodic training and 1-on-1 coaching sessions to elevate team capabilities in sourcing, candidate evaluation, closing, and process management.
• Cultivate a proactive, transparent, supportive, and continuous-improvement work environment.

IV. KPIs & PERFORMANCE CRITERIA

• Recruitment Results: Requisition fulfillment rate, total successful hires, Time-to-Fill.
• Quality of Hire: Candidate quality, pass rate across assessment rounds, offer acceptance rate, and retention rate post-hiring.
• Talent Pipeline: Depth, quality, and conversion capacity of the talent pipeline across key job families.
• Sourcing: Channel efficiency; conversion rates (Contact → Interested → Qualified → Interview → Offer → Accepted).
• Team Performance: KPI achievement rate, recruiter productivity, and competency development.
• Process & Data: SOP compliance, ATS data integrity, and the ability to leverage data for recruitment optimization.

V. JOB REQUIREMENTS

• Experience: Minimum 5 years of experience in TA leadership/management, with a track record of scaling recruitment teams in fast-growing E-commerce, Technology, or Agency environments.
• Team Size: Proven experience managing teams of 10 to 20 personnel.
• Track Record: Hands-on experience recruiting Middle/Senior Management, Experts, and niche/hard-to-fill positions.
• Assessment Skills: Advanced competency-based interviewing skills and ability to evaluate real capability accurately.
• Network: Extensive and high-quality candidate network, particularly within IT/Tech and Corporate Back-Office functions.
• Tools & Sourcing: Proficient in LinkedIn Recruiter, ATS, Job Boards, CRM, and automated sourcing platforms; strong ability to build talent funnels and execute proactive sourcing strategies.
• Data Mindset: Analytical and data-driven approach; deep understanding of recruitment metrics, conversion funnels, channels, and performance dashboards.
• Leadership & Soft Skills: Strong leadership, coaching, team motivation, and culture-building skills; proactive mindset with high ownership.
• Stakeholder Management: Excellent communication, stakeholder management, and talent market advisory skills.
• Adaptability: Ability to thrive in a fast-paced, rapidly changing environment and manage multiple concurrent requisitions.
• Education & Languages: Bachelor's degree in Human Resources, Business Administration, Psychology, or related fields preferred. Conversational English proficiency.

VI. REMUNERATION & BENEFITS

Salary & Bonus: 30,000,000 – 50,000,000 VND + Performance Bonus (Uncapped earning potential).

Benefits:

• Full equipment provided (MacBook, iPhone).
• Professional development through training programs, mentorship, and clear career progression pathways.
• Opportunities to connect with an extensive industry network.
• Flexible work policy within a supportive, work-life balance-oriented team culture.

Working Hours: 09:00 AM – 06:00 PM (Monday – Friday).

Office Location: Luong Dinh Cua Street, An Khanh Ward, Ho Chi Minh City.