Talent Acquisition Partner
- Compensation
- Not disclosed
- Location
- Singapore, Central Singapore, Singapore
- Work setup
- Hybrid
- Seniority
- Not specified
- Employment
- Not specified
- Experience
- Not specified
- Category
- Recruiting
- Posted
Skills
Must have
- You’ve owned hiring end to end. You’ve run in-house recruitment yourself, from sourcing and screening through interviews, offers and close, and you know what it takes to land a great hire.
- You go find people. You’re at home with outbound search (LinkedIn Recruiter, Boolean, referrals, communities) and can tell us which channels worked for which audiences, and why.
- You think in data and tell stories with it. You go beyond time-to-fill to understand stage-by-stage conversion, source effectiveness and drop-off patterns. You can turn those numbers into a clear stor
- You’re a partner, not an order-taker. You can juggle several searches and hiring managers at once, set clear expectations, and push back thoughtfully when a brief or process needs rethinking.
Nice to have
- Experience improving recruitment processes or tools in a startup or scaling organisation.
- Exposure to employer branding, EVP or candidate-experience work, especially tailoring messaging to different talent groups.
- Comfort with more advanced recruiting analytics, such as quality-of-hire, cohort analysis, or building your own dashboards and reports, and using them to shape hiring strategy.
- Curiosity about new approaches to talent acquisition, beyond the traditional “post and source” playbook.
Full description
Who we areOpen Government Products (OGP) operates like a startup within the government; We are a fast-paced, dynamic team of engineers, designers, and product managers dedicated to public good. We autonomously identify opportunities to solve public problems using tech, rapidly prototype, and launch solutions - from citizen apps to automating public agency operations. Embracing an open-sourced and flat hierarchy, we cut through bureaucracy to focus on real-world, user-centric innovations that drive change.
About the role
As OGP continues to scale up and take on bigger projects across the public sector, we’re looking for a Talent Acquisition Partner to help us hire the right people to help us reach the next stage in OGP’s journey.
You’ll be joining a People team keen on testing new solutions to age-old problems, taking OGP’s experiment-and-iterate approach to our recruitment funnel. You’ll partner stakeholders from division and function leads to hiring managers, refining practices along our hiring funnel, whether improving top-of-funnel attraction, or mid-funnel conversion.
You’ll also work alongside other talent acquisition partners to design our multi-channel talent acquisition strategy, engaging different demographics with channels and messaging that resonate with them specifically, and going beyond the job ads vs sourcing active/passive dichotomy that has defined talent acquisition for the last decade.
This role requires someone who is hands-on, comfortable with ambiguity, and able to bring structure to a busy hiring environment-while pairing good judgement with data-driven decision-making.
What you will do
- Own priority hiring end to end. Lead full-cycle recruitment for OGP’s most important roles, starting with P0-P1, from shaping the brief with hiring managers to closing the offer. Help leaders get clear on who they need, and keep decisions moving.
- Find people where they are. Go beyond posting and sourcing to build pipelines through communities, referrals, events and targeted outreach. Tailor channels and messaging to the different talent groups we want to reach.
- Treat the funnel as something to experiment with. Spot where candidates drop off, whether it’s attraction, assessment or close, then test changes, measure what works and scale it.
- Make hiring visible and measurable. Keep a reliable view of open roles, pipeline health and conversion so the People team, hiring managers and leadership stay aligned. In your first 90 days, set up or refine a practical framework for hiring metrics and service levels.
- Leave hiring better than you found it. Work with TA Ops and fellow TA partners to improve our processes, tools and candidate experience, so every hire is a little easier than the last.