The Role
Lead end-to-end recruitment for technical and non-technical roles, manage client relationships, coach a team of 6-20 recruiters/sourcers, drive recruitment strategy, ensure quality of hire, implement recruitment tools, provide analytics and commercial talent insights to support headcount growth.
Summary Generated by Built In
Responsibilities
Requirements
Work Arrangement
- Position Overview
- The Talent Solutions Manager takes full ownership of the end-to-end recruitment function for technical and non-technical roles. This is a key leadership position requiring operational accountability, data-driven decision-making, and direct client management. You will run the recruitment engine, serve as the primary strategic consultant for client talent needs, define labor pricing for commercial proposals, and actively coach and develop the recruitment team to meet delivery targets.
- Key Responsibilities
1. Client Consultation & Relationship Management - Consultative Intake: Lead client intake calls to define technical and non-technical role profiles, set realistic hiring timelines, and align expectations.
- Issue Resolution: Act as the primary point of contact for recruitment escalation, handling challenging client conversations, resolving delivery delays, and managing client feedback.
- Accountability for Experience: Ensure a structured, professional communication flow with candidates and clients, establishing clear handoffs between internal teams and external stakeholders.
2. Team Leadership, Coaching & Mentorship - Team Capability & Independence: Take full ownership of building recruiter capability, confidence, and decision-making independence. Move beyond simply driving delivery metrics to actively reducing team dependency on leadership through qualitative coaching, continuous training, and building accountability systems.
- Mentor, Develop, and Coach: Directly manage and develop a team of 6 to
20 recruiters and sourcers. Conduct performance reviews, identify skills gaps, and actively coach the team on recruitment techniques, client management, and interview closing. - Performance Accountability: Establish clear priorities, manage recruiter capacity, and drive strategic accountability for individual and team hiring targets.
- Leadership Escalation: Coordinate directly with the CEO and COO regarding unresolved hiring roadblocks, resource constraints, or capacity risks.
3. Strategic Execution, Pipeline & Quality Control - Strategic Execution & Follow-Through: Translate senior leadership objectives and company priorities into actionable recruitment plans. Ensure all operational objectives are fully implemented, tracked with clear metrics, and completed on time.
- End-to-End Funnel Ownership: Monitor all stages of the recruitment funnel to eliminate bottlenecks, reduce the cost of hire, and improve turnaround time.
- Quality of Hire: Maintain high candidate standards and conversion rates. Proactively reduce client rejections, replacement rates, and early-stage attrition.
- Process Compliance: Enforce standard operating procedures, outreach sequences, and submission templates across the team to ensure strict quality control and consistency.
4. Commercial Insight & Headcount Growth - Growth Target Enablement & Strategic Partnerships: Partner closely with Client Services and Sales to identify client expansion opportunities, build proactive workforce plans, and secure additional hiring demand from both existing and prospective clients, directly contributing to company headcount growth targets.
- Talent Costing & Commercial Proposals: Conduct market research and talent mapping to determine accurate salary benchmarks, supporting the business development team with labor pricing models for commercial bids.
- Market Intelligence & Talent Growth Partnership: Act as a strategic talent growth partner for clients and internal leadership by providing regular market intelligence, localized talent supply insights, compensation trends, and hiring feasibility assessments to effectively guide client growth decisions and overcome competitive hiring constraints.
5. Recruitment Tools, Platforms & Analytics - Tool Identification & Evaluation: Research, select, and implement necessary recruitment tools, sourcing software, and platforms to increase team efficiency.
- Vendor Management: Coordinate directly with external recruitment platform providers, managing subscriptions, platform adoption, and vendor relationships.
- Weekly Reporting & Analytics: Maintain database accuracy within the ATS. Deliver weekly performance reports tracking metrics such as time-to-submit, submission-to-interview ratios, and recruitment funnel velocity.
6. Recruitment Marketing & Channel Development - Employer Branding Support: Partner with the internal Marketing team to plan campaigns that build talent pipelines and improve company visibility in target labor markets.
- Sourcing Channel Growth: Diversify recruitment channels and build sustainable talent pools to reduce reliance on reactive job postings.
Requirements
- Minimum 3–5 years of experience as a Recruitment Manager or a similar capacity, specifically within the offshoring, outsourcing, or RPO industry.
- Proven track record of managing, mentoring, and scaling recruitment teams of 6 to 20 members.
- Direct experience leading client-facing conversations, managing expectations, and resolving client delivery challenges.
- Strong execution background managing both technical and non-technical recruitment streams.
- High literacy in applicant tracking systems, advanced recruitment analytics, platform evaluation, and vendor management.
- Tech-savvy with either direct experience or a strong willingness to learn and adapt using AI tools to optimize recruitment workflows.
Work Arrangement
- Work Setup: On-site
- Work Hours: Monday to Friday, 6:00 am to 8:00 am flexi start time, should complete nine 9 hours work
Why you should join our team!
Leaves entitlement, HMO and life insurance upon hire!
Ready to take on the next challenge? If you’re looking for an organisation with outstanding career-development opportunities, amazing work-life culture, and comprehensive benefits crafted to support work-life harmony, you might be a perfect fit at Deployed!
At Deployed, we truly believe that our team is the core highlight of our brand. With our goal of being a top business partner for our global clients, we take it as a responsibility to build a diverse, inclusive, and growth-oriented work environment where employees of all backgrounds and lifestyles feel a sense of belonging, mutual respect, and kindness.
Skills Required
- 3-5 years of experience as a Recruitment Manager or similar within offshoring, outsourcing, or RPO industry
- Proven track record managing, mentoring, and scaling recruitment teams of 6 to 20 members
- Direct client-facing experience including intake, expectation management, escalation handling, and client consultation
- Experience recruiting both technical and non-technical roles and managing end-to-end recruitment funnels
- High literacy in applicant tracking systems, advanced recruitment analytics, platform evaluation, and vendor management
- Experience conducting market research, talent mapping, and creating salary benchmarks for commercial proposals
- Experience researching, selecting, and implementing recruitment tools, sourcing software, and platforms
- Ability to maintain ATS database accuracy and deliver weekly recruitment performance reports and metrics
- Tech-savvy: direct experience with or strong willingness to learn and adopt AI tools to optimize recruitment workflows
- On-site availability and ability to work Monday to Friday within specified start time and nine-hour workday
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The Company
What We Do
Deployed is a non-traditional BPO company that provides offshore staffing solutions and remote staffing services, helping businesses leverage a wider talent pool by bridging cultural and communication barriers.
