Talent Acquisition Manager

About the Opportunity: Build the Talent Function — From Pipeline to Pay

We're hiring a Talent Acquisition Manager to build and lead hiring from the ground up across Malaysia and the wider team. This is a founding-level hire for a fast-growing business: you'll set up the recruiting engine, run searches hands-on, and own how we plan, price, and close talent.

It's a player-coach role. Early on you'll be deep in the work yourself — sourcing, screening, closing. As we scale, you'll build and lead the team that takes it forward. You'll hire across technology, product, digital entertainment, and digital platform teams, and own the full picture: hiring strategy, talent planning, and compensation.

This is not an administrative recruiter role, and not a seat where systems are already built for you. We want a builder — someone who's run full-cycle recruiting at a high level, can stand up a TA function from scratch, and thrives in a fast-paced, fully remote startup environment.

What You'll Own

Build & Lead the TA Function

Stand up recruiting processes, tools, and pipelines from scratch.

Build, manage, and mentor the recruiting team as hiring scales.

Set the standard for recruiting quality, speed, and candidate experience.

Act as the senior recruiting partner to founders and hiring managers — calibrate roles, advise on strategy, and bring market reality to hiring decisions.

Full-Cycle Recruitment & Sourcing (hands-on)

Run end-to-end hiring: sourcing, screening, interviewing, coordination, offer, close.

Proactively source via LinkedIn Recruiter, Talent Insights, job postings, referrals, and direct outreach — especially for tech, product, digital entertainment, and digital platform roles.

Build and maintain talent pipelines for current and future needs.

Track sourcing effectiveness and continuously improve outreach quality.

Talent Planning & Project Coordination

Forecast hiring needs with leadership and translate them into a structured hiring plan and priorities.

Manage multiple concurrent searches as projects — timelines, milestones, stakeholder updates.

Anticipate bottlenecks and keep hires moving against deadlines.

Compensation Ownership

Own compensation benchmarking and pay-structure design for the roles and functions you recruit.

Build and maintain pay bands and ranges; keep them competitive and internally consistent.

Analyze offer and market data to guide decisions, and lead offer construction and negotiation through to close.

Reporting & Data

Maintain accurate candidate and recruitment records.

Prepare weekly hiring updates and recruitment reports.

Surface and escalate hiring risks early.

Are You the Right Fit?

TA leadership: Proven full-cycle recruiter who has led hiring — team lead, senior, or manager level — and is ready to build and manage a team.

Builder mindset: You've set up processes, pipelines, or a function from scratch, not just operated inside an existing one.

Compensation ownership: You can benchmark market pay and design pay structures and bands — not just relay numbers.

Sourcing strength: Expert with LinkedIn Recruiter, job posting, Talent Insights, and sourcing features; confident engaging passive candidates.

Relevant exposure: Recruited for technology, product, digital entertainment, digital platform, or similar fast-moving teams.

Planning mindset: Manage multiple searches as structured projects and forecast needs ahead of demand.

Communication: Clear, professional, and persuasive with candidates, hiring managers, and leadership.

Bilingual: Fluent in English and Mandarin (both required). We are seeking candidates proficient in Mandarin to effectively communicate with Mandarin-speaking clients.

Remote-ready & high-ownership: Self-directed, responsive, and accountable in a fully remote, fast-paced startup.

Tools & Systems

LinkedIn Recruiter suite, ATS / recruitment platforms, Microsoft Office, Google Workspace, and digital collaboration tools.

What We Offer

Founding-level impact — build the talent function and team from the ground up.

Fully remote — work from anywhere.

Career growth — lead and scale the function as the business grows.

Performance reviews twice a year.

Competitive compensation — level and salary based on experience and skill.

6-day work week — this is a build phase; we move fast and there's a lot to do.