Talent Acquisition Manager

About Liquid GroupLiquid Group is a Singapore-headquartered FinTech operating a regional payment network that enables cross-border QR payments and interoperable digital payment solutions for national networks, e-wallet operators, banks, acquirers, and merchants.

We are MAS-regulated and currently scaling our team across Singapore, Malaysia, and Indonesia to support rapid product and ecosystem expansion.

Role Overview

We are looking for a hands-on Talent Acquisition Manager to own recruitment end-to-end across all our entities and functions — from Tech, Product, Infrastructure, and Commercial through to Operations, Compliance, and Finance. This is a single-threaded recruitment role reporting directly to the Head of People, with a clear mandate to bring in the best talent quickly, professionally, and cost-effectively.

You will own the full candidate lifecycle: sourcing, screening, interview coordination, offer management, and onboarding handover. You will also be responsible for building scalable hiring infrastructure — talent pipelines, referral channels, employer brand presence, and reporting frameworks — so that Liquid hires consistently well as we grow.

The right person is comfortable working senior, executive, and individual-contributor briefs in parallel, knows the Singapore tech/fintech market deeply, and can hold their own with hiring managers and external partners.

Key Responsibilities

• 1. End-to-End Recruitment Delivery
• Own the full recruitment lifecycle for all open roles across Liquid Group entities — from intake to offer acceptance to onboarding handover.
• Partner with hiring managers to write job descriptions, calibrate screening criteria, and run structured interview processes.
• Personally source, screen, and shortlist candidates for senior and specialist roles, including VP, Director, and Head-of-Function hires.
• Coordinate interviews, panel logistics, debriefs, and decision-making cadence.
• Negotiate offers and manage offer letters in coordination with the Head of People.
• 2. Pipeline Building & Sourcing
• Build and maintain proactive talent pipelines for critical roles (Product, Engineering, Payments Commercial, Operations) so we are never starting from zero when a brief opens.
• Run targeted sourcing on LinkedIn Recruiter, MyCareers
• Future, Liquid's career portal, and other relevant channels.
• Develop and manage relationships with selected external recruitment agencies — issuing briefs, managing performance, and keeping costs accountable.
• Build a healthy employee referral programme and the comms cadence to keep it active.
• 3. Candidate Experience
• Be the single point of contact and trusted face of Liquid Group for every candidate from first outreach to first day.
• Ensure candidates receive timely communication, structured feedback, and a high-quality interview experience regardless of outcome.
• Coordinate seamless onboarding handover to the People Operations team so day-one is smooth.
• 4. Hiring Infrastructure & Reporting
• Own and continuously improve our recruitment tools, templates, interview kits, scorecards, and pre-employment checks framework.
• Maintain accurate hiring dashboards (open roles, time-to-fill, source mix, pipeline health, cost-per-hire) and report to the Head of People and senior leadership weekly.
• Help maintain our ATS and candidate database hygiene so we can re-engage strong candidates over time.
• 5. Employer Brand & External Presence
• Help craft Liquid's employer value proposition and present it consistently across the careers page, LinkedIn, and candidate touchpoints.
• Coordinate selected employer-brand initiatives (e.g., career portal content refresh, LinkedIn company-page hiring posts, university or community engagement where relevant).

Key Requirements

• 4+ years of full-cycle recruitment experience, with a meaningful portion of that in technology, fintech, financial services, or payments — either agency-side or in-house at a tech / fintech company.
• Proven track record of independently filling senior and specialist roles (Director-level and above), not just junior or volume hiring.
• Strong sourcing chops on LinkedIn Recruiter and other tools — you should be confident you can find the candidate before relying on an agency.
• Owned the full candidate experience and lifecycle — sourcing, screening, interviewing, offer negotiation, onboarding handover.
• Comfortable building hiring processes and infrastructure from a near-blank page rather than inheriting a mature TA function.
• Excellent written and spoken English; strong stakeholder-management skills with senior hiring managers.
• Comfortable working in a fast-moving, lean environment where you'll juggle 8–15 live roles at once.
• Nice-to-haves:

Experience hiring across Singapore, Malaysia, and other countries is a plus.

Experience in MAS-regulated environments or familiarity with fintech / payments hiring nuances (e.g., compliance / risk / engineering / product profiles in regulated firms).

Experience running a structured employee referral programme.

Experience managing an ATS migration or rollout.

Experience with selected employer-brand work (career portal content, LinkedIn hiring presence).

Working knowledge of MyCareersFuture and Singapore work-pass categories (EP, S Pass, PEP, etc.) is a plus.