Purpose of this Position
This role effectively balances hands-on recruitment execution for mid-to-senior level leadership openings with proactive talent mapping and pipeline building across global markets. The incumbent leverages in-depth theoretical and practical knowledge of talent acquisition to work independently under minimal daily guidance. While executing end-to-end professional and managerial recruitment processes primarily based in Taiwan, this role handles complex assignments with less established procedures—such as conducting cross-border market intelligence and maps for premium corporate leadership successor roles. This position partners directly with Headquarters (MHQ) hiring managers and HRBPs to share market insights and coordinate cross-regional hiring initiatives
Major Areas of Responsibility
- Mid-to-Senior Leadership Recruitment Execution
- Manage end-to-end recruitment life-cycles for Taiwan-based and localized positions, focusing on professional, managerial, and critical leadership-level vacancies;
- Execute high-touch candidate screening, interviews, deep profiles evaluations, and offer negotiation to ensure exceptional candidate experiences and high-quality hiring output;
- Provide independent, structured operational support for talent acquisition activities across smaller or emerging international markets.
- Executive Sourcing & Pipeline Building
- Utilize advanced research methodologies, alternative sourcing channels, and digital tools to independently build and nurture external talent pipelines for critical corporate executive lines;
- Solve complex sourcing challenges and talent roadblocks when traditional active job channels fall short, focusing on identifying high-caliber passive industry professionals.
- Maintain data integrity, talent pipeline health, and high candidate engagement across long timelines with professional discretion.
- HQ & Regional HRBP Collaboration
- Partner actively with Headquarter (MHQ) corporate function heads and HR Business Partners (HRBPs) in major hubs to coordinate cross-regional hiring strategies;
- Deconstruct talent market landscapes into clear, actionable data summaries to provide recruitment market insights and hiring recommendations to internal stakeholders;
- Participate productively in global workforce planning forums, bringing data-driven outside perspectives on regional talent availability.
- Sourcing Projects & Peer Up-skilling
- Support global employer branding frameworks, local recruitment marketing campaigns, and talent acquisition continuous improvement initiatives;
- Provide practical on-the-job training, methodology mentorship, and system guidance to junior recruiters or entry-level HR team members.
Minimum Job Requirements
- Education: Bachelor and above degree in Human Resources, Business Management, or a related field.
- Experience: At least 8 years of professional recruitment or talent acquisition experience with a solid track record in-house within an MNC or combined with executive agency sourcing experience. Proven capability independently delivering mid-to-senior level managerial or niche professional hires within high-tech, manufacturing, or complex global structures. Prior experience collaborating with regional stakeholders or cross-border teams across multiple countries. Relevant industry expertise is preferred
- Language: High-level professional fluency in both Mandarin and English is mandatory to interface effectively between corporate MHQ and international business units.
Skills
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Required Competencies :
- Advanced Sourcing and Research Mastery: Comprehensive knowledge of global executive talent mapping, data scraping, Boolean parameters, and premium recruitment channels (LinkedIn Recruiter, industry registries, etc.).
- Analytical Problem Solving: Ability to look at ambiguous, less-defined job profiles and convert them into structured target lists of competitor firms and potential candidates.
- High-Stakes Communication: Skill in articulating complex professional opportunities clearly, confidently, and persuasively to senior, passive, or non-active job-seeking executives.
- Cross-Team Orientation: A mindset geared toward collaboration, recognizing how external talent acquisition meshes with overall organizational design and long-term business health.
Attributes
- Agility & Resilience: Able to adapt quickly to shifting business priorities, navigate complex cross-border hiring roadblocks, and remain persistent when sourcing hard-to-fill passive talent pools.
- Proactive Ownership & Initiative: Takes independent accountability for results without waiting for detailed instruction; naturally driven to research, experiment with new sourcing tools, and solve problems autonomously.
- High Discretion & Professional Integrity: Demonstrates utmost confidentiality, tact, and ethical judgment when managing sensitive leadership pipelines and interacting with external executive prospects.
- Global Mindset & Cultural Sensitivity: Respectful and empathetic toward diverse cultural nuances, capable of building trusting working relationships with stakeholders across different regions and time zones.
- Collaborative & Service-Oriented Attitude: Possesses a team-first orientation, working seamlessly as a supportive partner to Regional HRBPs, MHQ business leaders, and candidates alike.
