URGENT! Talent Acquisition Manager (Onsite-Baguio/Tuguegarao/Angeles, Pampanga)

Job Title: Talent Acquisition Manager Reports To: COO / Co-Founder & General Manager Work Location: On-site at an assigned EVES office in Tuguegarao City, Cagayan; Baguio City, Benguet; or Angeles City, Pampanga , based on business requirements and the employee’s home location. Travel Requirement: Required to travel to the EVES Head Office in Tuguegarao City , other EVES offices, or designated business locations as business needs arise. Work Schedule: Actual work hours may vary depending on interview, client, or meeting schedules across global time zones, including coverage on certain holidays as required. Company Overview Elite Virtual Employment Solutions (EVES) is an offshoring company connecting highly skilled professionals in the provinces of the Philippines with global companies seeking top-tier talent. EVES provides quality career opportunities outside Metro Manila while building sustainable talent solutions for its clients. Position Overview The Talent Acquisition Manager is a strategic and operational leadership role responsible for building, scaling, and managing EVES’ talent acquisition function. The role requires 5–7+ years of recruitment experience, preferably within the BPO, offshoring, outsourcing, or related industry. This is not a supervisory-only position. The Talent Acquisition Manager must combine leadership and strategic planning with full hands-on recruitment execution , including sourcing, screening, interviewing, candidate coordination, offer management, recruitment administration, and other activities necessary to fill open positions. The role also serves as a primary recruitment contact for internal stakeholders and external clients, ensuring hiring strategies remain aligned with business and client requirements. The successful candidate must be proactive, resourceful, data-driven, client-focused, and capable of building systems and processes while remaining directly involved in day-to-day recruitment delivery. Key Responsibilities Recruitment Strategy & Execution Design, implement, and continuously improve end-to-end recruitment strategies aligned with Company objectives, client requirements, workforce forecasts, and expansion plans. Lead onsite provincial hiring while sourcing from Metro Manila and other talent markets when appropriate. Evaluate sourcing channels, campaigns, and recruitment strategies and scale initiatives that produce strong results. Maintain consistent recruitment momentum and accountability for open positions. Proactively identify hiring risks, bottlenecks, talent shortages, and market challenges and recommend solutions before they materially affect hiring timelines or client requirements. Client Relationship & Recruitment Coordination Serve as a primary recruitment point of contact for clients on hiring-related matters. Coordinate with clients regarding job requirements, candidate profiles, priorities, timelines, interviews, endorsements, and feedback. Maintain timely, professional, proactive, and transparent communication throughout the recruitment lifecycle. Provide accurate updates on hiring progress, candidate pipelines, market conditions, challenges, and anticipated timelines. Manage client expectations and ensure recruitment delivery remains aligned with client standards and priorities. Build strong client relationships and provide talent-market insights, recommendations, and solutions to hiring challenges. Full-Cycle Recruitment & Hands-On Execution Personally conduct sourcing, resume review, screening, interviewing, and candidate assessments. Manage multiple active requisitions and maintain sufficient pipeline activity for open positions. Coordinate internal and client interviews, follow-ups, feedback collection, and candidate communication. Manage job postings, job boards, sourcing platforms, recruitment campaigns, and other channels. Prepare candidate endorsements and manage offers, negotiations, pre-employment coordination, and onboarding endorsements. Perform recruitment administrative tasks required for efficient and organized hiring operations. Remain actively involved in recruitment execution while performing managerial, strategic, reporting, and client-facing responsibilities. Maintain hiring momentum during onboarding, training, travel, relationship-building, and infrastructure development. Proactive Talent Sourcing & Market Mapping Search resume databases, professional networks, social platforms, and other channels to identify qualified active and passive candidates. Build and maintain talent pipelines for current and anticipated hiring needs. Conduct market mapping to identify qualified professionals within competitor organizations, related industries, and relevant talent markets. Professionally and ethically approach qualified individuals who may currently be employed elsewhere to explore suitable career opportunities with EVES. Develop long-term relationships with prospective candidates for future opportunities. Maintain confidentiality, discretion, professionalism, and ethical recruitment practices. Provincial Recruitment Leadership & Onsite Initiatives Champion EVES’ provincial recruitment strategy and communicate the benefits of provincial career opportunities to candidates, partners, and clients. Develop localized recruitment initiatives for Tuguegarao City, Baguio City, Angeles City , and other current or prospective EVES markets. Build partnerships with universities, training institutions, professional organizations, communities, and other relevant talent sources. Lead and participate in onsite hiring activities, job fairs, recruitment events, career talks, community outreach, and similar initiatives. Develop creative approaches to increase EVES’ visibility and candidate reach in local markets. Travel to the EVES Head Office, other EVES locations, or designated business locations as required for recruitment, hiring drives, expansion, meetings, and other business needs. Employer Branding, Social Media & Creative Sourcing Strengthen EVES’ employer brand in alignment with Company culture, values, and growth objectives. Collaborate internally to promote career opportunities, employee experience, professional growth, and Company values. Ensure recruitment communications accurately and professionally represent EVES. Use social media and creative sourcing approaches to attract qualified candidates. Develop and support organic and campaign-driven recruitment initiatives. Evaluate sourcing campaigns and identify new channels or approaches based on hiring needs and results. Recruitment Systems & Talent Infrastructure Applicant Tracking System (ATS) Management & Ownership The Talent Acquisition Manager will take full ownership of the Company’s Applicant Tracking System, currently JobAdder , which EVES considers a critical recruitment technology and talent-data asset. Ensure complete, timely, accurate, and consistent recording of candidate information, sourcing activity, interview notes, assessments, client feedback, hiring stages, offers, and other relevant recruitment information. Use JobAdder to track requisitions, hiring progress, candidate pipelines, interviews, feedback, and hiring decisions. Build and maintain a comprehensive, organized, long-term, searchable talent database. Use existing candidate data to identify and re-engage qualified candidates for future openings. Generate recruitment reports, metrics, and insights from the ATS. Maintain strong data discipline, integrity, completeness, and consistency. Ensure JobAdder serves as the primary source of truth for recruitment information . Continuously develop expertise in JobAdder and maximize its features to improve sourcing, efficiency, reporting, and pipeline visibility. Treat JobAdder and its data with appropriate care, confidentiality, depth, and accountability. Process Improvement, Reporting & KPI Infrastructure Continuously improve recruitment workflows, documentation, candidate experience, and operational efficiency. Build and maintain structured recruitment reporting that gives leadership clear visibility into recruitment performance. Establish and manage a weekly, monthly, and quarterly reporting calendar for the General Manager, COO, and CEO. Develop, monitor, analyze, and report relevant KPIs. Ensure reports are accurate, timely, data-driven, understandable, and actionable. Provide analysis and recommendations, not data alone. Proactively escalate risks that may affect hiring timelines, client expectations, or operations. Maintain compliance with Company standards, client requirements, policies, documentation requirements, and applicable labor regulations. Salary Matrix Review & Market Competitiveness Review the Company’s applicable salary matrices at least twice per year , or more frequently when market conditions or hiring challenges warrant. Assess compensation competitiveness using available market information, candidate feedback, hiring outcomes, offer acceptance rates, and recruitment experience. Monitor compensation-related issues that may affect EVES’ ability to attract and hire qualified candidates. Proactively raise concerns and provide data-supported recommendations to the General Manager, COO, and CEO when salary levels or structures may require review. Support EVES’ objective of maintaining competitive and sustainable compensation positioning. Employee Referral Program Development Review, strengthen, formalize, and continuously improve the employee referral program as an ongoing recruitment channel. Develop recurring initiatives that encourage employees to refer qualified candidates. Ensure employees receive consistent visibility into priority openings and referral opportunities. Track referral activity, candidate quality, conversions, hiring outcomes, and program effectiveness. Recommend improvements to communications, incentives, mechanics, or processes based on results. Develop referrals into a reliable, consistent, and measurable contributor to EVES’ recruitment strategy. Other Duties & Responsibilities Perform other recruitment, HR-related, administrative, client-related, or operational responsibilities reasonably required to support business and client needs. Participate in Company meetings, onsite activities, recruitment events, travel assignments, and other initiatives relevant to the role. Undertake additional responsibilities, projects, priorities, and specific or time-bound targets as assigned and documented based on evolving business requirements. Qualifications & Competencies At least 5–7+ years of progressive recruitment experience , preferably within the BPO, offshoring, outsourcing, or related industry. Demonstrated leadership capability and experience developing recruitment strategies, improving processes, and driving hiring performance. Proven ability and willingness to remain fully hands-on in sourcing, screening, interviewing, candidate coordination, administration, and other day-to-day recruitment activities despite holding a managerial role. Strong full-cycle recruitment experience and ability to manage multiple concurrent requisitions. Proven experience coordinating directly with clients regarding hiring requirements, timelines, candidates, feedback, and recruitment challenges. Strong client relationship, stakeholder management, communication, and negotiation skills. Strong knowledge of proactive sourcing, passive candidate engagement, market mapping, talent pipeline development, and creative recruitment strategies. Strong ATS proficiency and commitment to comprehensive, accurate, and timely recruitment documentation. Ability to interpret recruitment data, establish meaningful KPIs, identify risks and trends, and provide actionable recommendations. Ability to balance strategy, leadership, client coordination, reporting, administration, and hands-on recruitment execution in a fast-paced growth environment. Strong organizational, analytical, problem-solving, and decision-making skills. High level of initiative, ownership, accountability, adaptability, professionalism, and attention to detail. Ability to identify issues and opportunities proactively and recommend solutions without continuous direction. Willingness and ability to work on-site at the assigned EVES office and participate in onsite recruitment initiatives. Willingness and ability to travel to the EVES Head Office in Tuguegarao City , other EVES offices, and designated business locations as required. Experience building, improving, or scaling recruitment functions, systems, programs, or teams is highly desirable. Ability to professionally represent EVES with candidates, employees, clients, external partners, and the broader talent market.