Roles & Responsibilities
Were looking for an innovative leader for Talent Acquisition!
Were a company that envisions a digital world thats more private and secure, and we support that vision with industry-leading cybersecurity products that empower millions of individuals to take control of their privacy and security online every day.
Weve been at this for over a decade, and we're still growing fast in a rapidly expanding industry. We believe in talent, and we know the people at our company are exactly what makes it so special. Were looking for an innovative leader who can take our candidate experience to the next level to help us continue to grow our most important resource, our talent.
If youre into extreme ownership, metrics-driven decision-making, empathy, knowledge sharing, and being a driving force in Talent Acquisition and employer branding, then Network Guard is the place for you! Were looking for someone who just gets us and our culture and can drive that home with our future talent. If thats you, reach out and start the conversation to join us today!
The Talent Acquisition Team
The team is accountable for: The number of successful hires over time, where a successful hire is defined as someone who receives a positive performance evaluation 12 months after joining the company. The cost per hire, though were very open to using agencies in return for a lower time-to-fill. The value of our employer brand, as measured by the awareness and perceived attractiveness of our brand among relevant talent pools. The satisfaction of our customers and stakeholders. They are: Managers designing their organizations, determining their needs for talent, writing job descriptions, creating assessment plans, and assessing candidates. Candidates. Every candidate should hold a positive brand impression. Interviewers. They need smooth logistics, clear objectives, training, feedback, and guidance on processes.
To deliver the results described above, we: Together with business leaders and managers: define the companys needs for talent globally across several offices and remote locations. We play an advisory role to hiring-managers, helping them create better organizational designs; define their needs for talent more clearly and realistically; write more effective and engaging job descriptions; and create more efficient assessment plans. Source talent across all channels. Our priorities are speed and quality of hiring, and we aggressively use recruiting agencies where applicable. Assess talent. For some assessments we are directly responsible. For others we guide hiring-managers and interviewers in making accurate and efficient decisions. Design and operate all processes related to talent acquisition,including but not limited to: processes for describing organizational designs and hiring plans, prioritizing open positions, managing job descriptions, sourcing and assessing candidates, scheduling, making decisions, making offers, closing candidates, and transitioning to onboarding. Own the relationships with candidates. Train all internal stakeholders in recruiting-themed skills. Build our employer brand through defining requirements for all recruiting-themed public communications. Some we execute ourselves. For others we engage the help of design, engineering, and marketing teams.
Our industry and business are growing very quickly. We have excellent product-market fit, a long list of expansion plans, and must dramatically grow the size of all teams.
As leader of the team described above, you will be responsible for: Hiring and growing the Talent Acquisition team globally. Managing the people on the TA team. Define roles and responsibilities, motivate, provide resources and training, hold people accountable to delivering within your expectations. This role manages managers, so youll need to be able to set expectations and measure results across all levels. Deciding the relative priority of all open positions across the company. Designing, implementing, and running all talent acquisition processes. Envisioning our employer brand. Drive projects to realize your vision by partnering with our internal employer branding and content teams. Delivering training to raise recruiting-related skill levels across the organization. Sourcing and managing relationships with senior candidates. Maintaining the leveling systems for all roles in talent acquisition. Defining and tracking your teams quarterly OKRs. Designing offer packages and the processes and logic that drive those packages. Financial budgeting for talent acquisition. Mentoring the leaders of our talent acquisition teams in the customer support function.
Your success will be measured by the results delivered by your team, as described in the team section above.
To do well in this position, you must have:A talent for leading people. You set clear expectations. You inspire, coach, mentor, and teach as necessary, and hold people accountable to delivering as expected. Several years of experience managing people-managers in talent acquisition. You will likely build a team of up to 15+ in-house talent acquisition professionals, so some or all of your direct reports will be managers. World-class headhunting skills. Youre able to source and assess world-class senior talent across several functions. Youll need these skills because for some key positions you might choose to source candidates yourself, and youll need to assess these skills in interviews and train and guide your team. Been responsible for growing an employer brand. A talent for designing and running effective and efficient processes. Excellent English verbal and written communication skills.
What we offerChallenging work in a fun and collaborative environment Attractive compensation Spacious open-concept and centrally located offices Full-time employment with flexible working hours Fully stocked pantry with breakfast foods, fresh fruit and snacks Frequent team lunches and company events Multicultural teams represented by 30+ nationalities Travel between Hong Kong and Singapore may be required as conditions allow, at a schedule set by this position, roughly once per quarter.
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