ABOUT THE ROLE
The Talent Acquisition Manager leads Apollo's hiring engine nationwide, covering a network of 70+ centers. Every classroom that opens on time, every center that grows, starts with the people this role brings in.
At Apollo, we believe the best become better. That belief starts at hiring. This role is not about filling seats — it is about raising the standard of who joins Apollo, and building a talent function that gets sharper every quarter.
The TA Manager owns the quality, speed and sustainability of hiring nationally, leads a team across two regions, and partners with center leadership to make sure Apollo always has the right people ready before the business needs them. The role reports to the Senior Manager, Talent Acquisition & Development, and works directly with Regional Center Managers and Department Heads.
KEY ROLES AND RESPONSIBILITIES
1.National Hiring Delivery
- Own the national hiring plan for all frontline and center roles against approved headcount.
- Deliver at high volume without letting the bar drop. Speed and standard are not a trade-off at Apollo; the role is accountable for both.
- Work with Regional Center Managers and Department Heads on a rolling workforce forecast, so hiring begins ahead of demand rather than after a resignation.
- Spot staffing risk early and act on it before it reaches center operations, customer experience or business performance.
2.Leading and Growing the TA Team
- Lead the Talent Acquisition teams in both North and South — set direction, create clarity on ownership, and build a team that holds itself to a high standard.
- Coach the team to grow from executing tasks into owning a market and a set of centers.
- Create a learning rhythm inside the team: review what worked, name what didn't, and turn it into better practice.
- Build bench strength and successors within TA, so no market, channel or relationship depends on a single person.
3.Sourcing Strategy and Employer Brand
- Own the sourcing mix and keep rebalancing it toward the channels that bring people who stay and grow, not simply the channels that bring the most applications.
- Build the employee referral program into a strong channel - our own people are the most credible evidence of what Apollo offers.
- Shape Apollo's employer brand for talent in partnership with Corporate Communication, built on a real promise: this is where good people get better.
- Keep a living talent pipeline for hard-to-fill roles instead of starting from zero on every requisition.
4.Quality of Hire and New-Hire Success
- Standardize selection nationally: structured interview guides, clear evaluation criteria, and a shared definition of what good looks like for each role.
- Hire for potential and learning agility, not only for what a candidate has already done — Apollo grows people, so we select people who want to grow.
- Partner with L&D and center leadership so new hires are set up to succeed in their first months, and treat early attrition as a shared problem to solve, not a handover point.
- Own the candidate experience end to end. In our market, candidates are also parents, customers and future colleagues.
- Run honest root-cause reviews when hires don't work out, and feed the learning back into how we source and select.
5.Systems, Data and Insight
- Own the integrity of recruitment data and enforce quality at the point of entry — decisions are only as good as the data behind them.
- Deliver recruitment reporting to BOD with a clear read on trends, risks and recommended action.
- Act as the TA business owner for the recruitment system: requirements, testing, adoption and the process redesign that comes with it.
- Manage the TA budget with commercial discipline — every hiring spend should be defensible.
6.Business Partnering
- Partner with the business as a trusted advisor on people and capacity, not an order-taker on requisitions.
- Support leadership hiring, internal mobility and succession moves alongside the Talent Development agenda.
- Translate business plans — new centers, new products, seasonal peaks — into a resourced and realistic hiring plan.
HOW WE WORK AT APOLLO
Our mission is to bring English to life through real-life learning. The Apollo Guiding Principles shape how every one of us works — and this role is expected to hire, lead and decide in line with them.
Our values define us
- HAVE PASSION — We are passionate about bringing English to life through real-life learning.
- BE ACCOUNTABLE — We take our responsibilities seriously. We think about the impact our actions have and we take responsibility for them, even when we make mistakes.
- INNOVATE — We strive to discover new ways to inspire students and team members.
- COLLABORATE — We partner with colleagues, customers, and suppliers to ensure success through collaboration. We benefit from diverse skill sets, backgrounds, and cultural perspectives.
- DO THE RIGHT THING — We demonstrate integrity and build trust, for the success of our team and the belief our customers have in us.
Where the best become better — our growth mindset
We believe that however good we are, we can always do more and become better. We set aspirations high, facilitate change, stay agile in delivering customer solutions, manage for today and for tomorrow, and experiment and test new things even when we feel uncertain.
JOB REQUIREMENTS
- Bachelor's degree or above in HR, Business, or a related field.
- Solid Talent Acquisition experience, including leading a recruitment team.
- Track record of delivering in a high-volume, multi-site hiring environment — education, retazil, F&B, banking, BPO or similar consumer services.
- Comfortable working with recruitment data: able to read a funnel, understand what the numbers are telling you, and act on it.
- Has improved a recruitment process and got the team to actually use the change — not only followed a process someone else designed.
- Enjoys developing people, with real examples of team members who grew under them.
- Able to influence senior stakeholders with clear, evidence-based recommendations.
- Fluent in both Vietnamese and English.
- Willing to travel between Hanoi and Ho Chi Minh City as required.
- Culture match with the Apollo Values: Have Passion, Be Accountable, Innovate, Collaborate, Do the Right Thing
WHAT SETS A STRONG CANDIDATE APART
- Has led hiring across multiple regions or a national footprint, not a single site or single city.
- Has built something from scratch — a referral program, a recruiter network, a campus pipeline — and can talk through what they learned building it.
- Has been the business owner of a recruitment system implementation, or led a significant process redesign.
- Owns retention as part of the talent agenda, not as someone else's number.
- Seeks feedback rather than waiting for it, and has visibly changed how they work because of it.
- Raises the people around them. The best candidates leave teams stronger than they found them.
- Comfortable with ambiguity and rapid change — Apollo operates at speed.
