Loại hình
Toàn thời gian
Hình thức
Tại văn phòng
Cấp bậc
Trưởng / Phó phòng
Ngành nghề
Ngành nghề khác
Mức lương
Thương lượng
Địa điểm
Hồ Chí Minh, Hồ Chí Minh, Hồ Chí Minh
Tổng quan
- Own the full spectrum of talent acquisition for GEEK Up - from forecasting hiring needs and building winning opportunities, to closing the most complex hires in the business, to stewarding the practice standards the entire Acquisition Chapter hires by. This is a role built for someone who wants real ownership over both the hardest individual hire and the system the whole team runs on.
- You're accountable for the outcome in front of the business - across both hiring and the health of the Department - not just for the work below. The responsibilities that follow are deliverables; done well, they tend to produce that outcome, but not always. Closing that gap is the job.
- The scope below maps to what you already know as full-cycle talent acquisition. What's different here is depth - how far into ambiguity, complexity, and ownership each part of the process is expected to go.
- ● Resource Planning & Hiring Strategy:
- Partner closely with business leaders and department heads to forecast workforce planning needs, define role profiles, and design competitive hiring strategies - translating long-term business direction into a hiring roadmap, not just a list of open requisitions. A hiring plan built without the business in the room is a guess dressed up as a strategy.
- ● Full-Cycle Ownership of Complex & Senior Hires:
- Own end-to-end recruitment for the business's most complex, senior, and founder-level roles - sourcing, in-depth interviewing, multi-method assessment, and offer negotiation - bringing real business intelligence and people judgment to calls where no standard rubric applies and no one double-checks your read.
- ● Stakeholder Partnership & Candidate Experience:
- Act as a trusted advisor to hiring managers and leadership on hiring decisions and interview practice, while owning the candidate experience end to end - every candidate, hired or not, leaves better informed and trusting that the process itself was fair.
- ● Onboarding Governance & Team Leadership:
- Own the onboarding verification gate, consolidating signal from multiple stakeholders into a clear continue, extend, or exit decision at the moment it's warranted - and steward the practice standards, capability direction, and structural health of the wider Acquisition team, including its own hiring forecast and people-development programs such as internships or management trainee tracks.
- Key Challenges
- ● Own the concept, not just the process:
- You're often a candidate's first real encounter with how GEEK Up actually works - the only way to sell self-management convincingly is to already be living it, not describing it from the outside.
- ● Run hiring like a program:
- Scope, cost, and timeline are real constraints you own, not someone else's problem to manage around - treat each hiring initiative with the discipline of a program, not an open-ended search.
- ● Stay hands-on:
- Roughly half your time is still spent directly in the work - sourcing, interviewing, negotiating. This is not a role where strategy replaces execution; the depth it asks for only comes from staying close to real hires.
Tóm tắt thông tin từ tin tuyển dụng chính thức. Xem bản gốc ↗
Quan tâm đến vị trí này?
Bạn sẽ được chuyển đến trang ứng tuyển chính thức của nhà tuyển dụng.
Ứng tuyển tại trang chính thức ↗
Đây là doanh nghiệp của bạn?
Nhận quản lý trang, yêu cầu chỉnh sửa hoặc gỡ bỏ
→