Talent Acquisition Assistant Manager/Manager

- Manager -

Lead the Talent Acquisition Function

• Lead and manage the overall Talent Acquisition function, including Team A and Team B.

• Set clear recruitment priorities, responsibilities and performance expectations for each team.

• Review team and individual performance regularly, identify gaps and coach team members to improve.

• Build healthy competition between teams through clear, fair and transparent measures.

• Ensure both teams follow consistent recruitment standards, processes and service expectations.

• Identify recruitment capacity needs and recommend improvements to the team structure and workflow.

Deliver Recruitment for UpGrowth and Clients

• Oversee end-to-end recruitment for internal hiring and client assignments.

• Translate hiring requirements into clear job briefs, sourcing plans and recruitment timelines.

• Guide the team on sourcing, screening, interviewing, shortlisting, interview coordination, offer management and onboarding follow-up.

• Monitor open vacancies, ageing roles, candidate pipelines and placement progress.

• Step in to support complex, urgent or senior-level searches when needed.

• Ensure recruitment recommendations are based on role fit, capability and evidence.

Manage Client Service and Commercial Results

• Build and maintain strong working relationships with clients and their designated HR contacts.

• Clarify hiring requirements, service scope, timelines, decision-making responsibilities and charges arrangements at the start of each assignment.

• Keep clients informed of progress, challenges, market feedback and next steps.

• Manage client expectations professionally and raise risks early when a role or timeline may be affected.

• Monitor recruitment service delivery and contribute to client retention and business growth.

• Work with the Founder and relevant teams to identify additional recruitment opportunities.

Manage Recruitment Sales, Forecasts and Budgets

• Maintain an accurate sales pipeline covering new enquiries, confirmed assignments, active vacancies, expected placements and completed placements.

• Prepare recruitment revenue forecasts using realistic assumptions, including vacancy status, expected placement dates, agreed charges and likelihood of success.

• Track sales achieved against forecast and explain material changes, delays or risks.

• Maintain complete and accurate recruitment sales records, including client, candidate, role, charges, placement, and invoice details.

• Liaise with the Founder’s EA and Finance team to prepare and reconcile recruitment sales reports.

• Ensure placement and charges information is submitted promptly and accurately to support invoicing and financial reporting.

• Monitor agreed recruitment budgets, including sourcing costs, job advertisements, recruitment tools and other approved expenses.

• Identify overspending or cost risks early and seek approval before committing unbudgeted expenditure.

• Follow up with relevant teams on invoice status and payment updates when required, and flag outstanding items or discrepancies.

Improve Process, Reporting and Governance

• Track key measures such as time to shortlist, time to fill, interview-to-offer conversion, placement success, agreeable-period outcomes, sales performance and client satisfaction.

• Use recruitment and sales data to identify bottlenecks and recommend practical improvements.

• Maintain accurate recruitment records and ensure candidate and client information is handled confidentially.

• Ensure the team follows approved processes, client communication arrangements and company requirements.

Other Duties

• Perform other duties as assigned by the Founder from time to time.

- Assistant Manager -

Manage End-to-End Recruitment

• Manage recruitment assignments for UpGrowth and its clients.

• Clarify role requirements, salary range, hiring timeline and selection process before sourcing begins.

• Develop practical sourcing plans using suitable channels, databases, referrals and direct approaches.

• Screen and assess candidates against role requirements, and present relevant shortlists with clear notes.

• Coordinate client interviews, collect feedback, manage offers and follow up through onboarding.

• Keep candidates informed and treat them professionally throughout the process.

Support Client Delivery

• Work with clients through their designated HR contacts and agreed communication channels.

• Provide timely progress updates, market feedback and clear next steps.

• Manage client expectations respectfully and follow through on commitments.

• Support the Talent Acquisition Manager in maintaining strong client relationships and identifying further recruitment needs.

Track Team B Sales and Financial Performance

• Maintain Team B’s sales pipeline, including new enquiries, confirmed assignments, active vacancies, expected placements and completed placements.

• Keep accurate records of client, candidate, role, placement charges, agreeable-period and invoice information.

• Submit complete and timely sales and placement information to the Talent Acquisition Manager for consolidated reporting with the EA and Finance team.

• Monitor Team B’s approved recruitment spending, such as sourcing costs, job advertisements and recruitment tools.

• Raise potential overspending or unbudgeted costs early and obtain approval before committing expenditure.

• Follow up on invoice or payment updates when requested and alert the Talent Acquisition Manager to missing information or discrepancies.

Track Results and Improve

• Maintain accurate records of vacancy progress, candidate status, interview feedback and placement outcomes.

• Track Team B’s performance against agreed measures, including shortlist speed, vacancy progress, placements, sales and client feedback.

• Review unsuccessful searches and identify practical lessons for future assignments.

• Follow company processes and handle candidate and client information confidentially.

Other Duties

• Perform other duties as assigned by the Founder from time to time.

Requirement

• Degree, diploma or equivalent experience in Human Resources, Business or a related field.

• At least 4 years (Assistant Manager); 5 years (Manager) of experience in recruitment or talent acquisition.

• Previous experience guiding, coaching or supervising recruiters is preferred.

• Experience managing multiple vacancies and communicating with clients or hiring managers.

• Good understanding of recruitment charges, sales pipeline tracking, revenue forecasting and expense monitoring.

• Good numerical and organisational skills, with attention to detail in records and reports.

• Strong sourcing, screening, candidate assessment and interview coordination skills.

• Clear written and spoken communication, with good follow-up and problem-solving skills.

• Able to use spreadsheets, recruitment systems and reporting tools.

• Comfortable working toward targets while maintaining recruitment quality and a positive candidate experience.

• Resourceful, hands-on and willing to build processes as the team grows.

What Success Looks Like

- Assistant Manager -

• Vacancies progress consistently, with timely shortlists and clear updates.

• Recruiters receive regular guidance and take ownership of their assignments.

• Team B’s sales pipeline, revenue forecast and placement records are accurate and submitted on time.

• Recruitment spending is monitored against approved limits.

• Clients and candidates receive professional, responsive service.

- Manager -

• Both teams deliver against clear and fair performance expectations.

• Vacancies are managed proactively, with timely shortlists and clear progress updates.

• Recruitment sales forecasts and reports are timely, accurate and supported by complete records.

• Recruitment expenditure is monitored against approved budgets.

• The EA and Finance team receive the information they need to prepare and reconcile sales reports.

• Clients receive consistent, professional recruitment support.

• The function improves its placement results, client retention and contribution to UpGrowth’s growth.

The Mindset That Fits UpGrowth

Ownership : You take responsibility from instruction to completion.

Proactiveness : You anticipate what is needed and act before matters become urgent.

Clarity : You communicate updates, risks and next steps in a simple and timely way.

Resourcefulness : You investigate, propose solutions and keep moving when information is incomplete.

Accountability : You follow up respectfully but firmly and do not allow commitments to disappear.

Growth mindset : You welcome feedback, learn quickly and continuously improve how work gets done.