Talent Acquisition Delivery Lead (#25621851)

The Talent Acquisition Delivery Partner (TADP) is fully accountable for end-to-end requisition delivery and the consistent achievement of hiring SLAs across assigned portfolios. This role owns the entire delivery lifecycle—sourcing strategy execution, pipeline management, screening, assessment coordination, interviews, offer negotiation, and preboarding orchestration—ensuring every hire is on-time, compliant, and high-quality. You will enforce operational rigor, standardize delivery practices, and proactively eliminate bottlenecks that can impact class readiness, business continuity, or fulfillment timelines.

Success in this role requires tight operational alignment with the Philippines Sourcing and Onboarding Leaders. You will collaborate daily to ensure sourcing funnels convert efficiently, handoffs from sourcing to delivery are seamless, and onboarding requirements are completed without delays. You will also partner closely with TABPs and hiring managers to translate workforce plans into executable hiring strategies, deliver data-driven insights, and maintain clear communication on risks and progress. A core mandate is ensuring Day-1 readiness by leading all preboarding activities—compliance checks, document completion, background and medical processing, schedule and equipment confirmation, and onboarding coordination—to minimize fallout between offer acceptance and start. Performance is measured through SLA adherence, cycle-time compression, funnel conversion, offer-to-start reliability, Day-1 show rate, and quality of hire, with the TADP serving as the single point of accountability for delivery outcomes.

Requisition Delivery & Pipeline Ownership

• Lead end-to-end recruitment for assigned requisitions—from intake, sourcing strategy, assessment, interviews, offer negotiation, up to preboarding coordination and close.
• Build and execute multi-channel sourcing plans (direct sourcing, referrals, job boards, talent pools) to meet SLA targets and ensure a steady, high-quality pipeline.
• Maintain accurate, audit-ready ATS hygiene and ensure data integrity across all stages of the process. 

Assessment, Selection & Hiring Quality 

• Implement structured interviewing and selection processes; coach hiring teams on best-practice interviewing, calibration, and competency alignment.
• Conduct skills, experience, and culture-add screening with rigor, ensuring every candidate meets program and business requirements.
• Partner with TABPs and hiring managers to validate profiles, align on selection standards, and accelerate decision-making.

Candidate Experience & Offer Management

• Deliver a consistent, transparent, and high-touch candidate experience through timely communication and expectation-setting at every stage.
• Lead offer management and negotiation in partnership with Compensation/HR, ensuring adherence to internal equity and market competitiveness while reducing reneges and fallout.
• Drive a seamless transition from offer acceptance to Day-1 readiness through thorough preboarding activities (document completion, compliance checks, background/medical coordination).

Operational Excellence, Funnel Management & SLA Achievement

• Meet or exceed delivery SLAs, including time-to-slate, time-to-interview, offer cycle time, and Day-1 show rate.
• Monitor funnel metrics closely; identify bottlenecks (e.g., panel availability, no-shows, slow feedback loops) and implement corrective actions quickly.
• Lead continuous improvement initiatives through process standardization, templates, automation opportunities, and best-practice playbooks.

Compliance, Documentation & Regulatory Readiness

• Ensure full compliance with DOLE, SSS, PhilHealth, Pag-IBIG, Data Privacy Act, and internal hiring policies.
• Prepare and maintain audit-ready documentation aligned with labor inspections and company governance requirements.
• Safeguard fair hiring practices, inclusive sourcing, and structured, unbiased selection across all requisitions.

Cross-Functional Collaboration & Stakeholder Partnership 

• Partner closely with TABPs on prioritization, workforce planning inputs, and delivery insights to support strategic hiring decisions.
• Collaborate with the Philippines Sourcing and Onboarding Leaders to ensure cohesive funnel movement, smooth handoffs, and unified operational execution.
• Coordinate with Sourcers, Recruitment Coordinators, and Employer Branding teams to manage demand spikes, recruitment campaigns, and process dependencies.

Qualifications:

• 4–7+ years of full-cycle recruiting experience (in-house or RPO), with proven success in high-volume, corporate, shared services, or niche technical hiring.
• Demonstrated ability to consistently deliver against SLAs across multiple functions, programs, and locations.
• Strong sourcing capability, including Boolean search, direct sourcing projects, referral activation, and talent community engagement.
• Skilled in offer management, negotiation, and candidate closing, with a track record of minimizing reneges and fallout.
• Excellent stakeholder communication, organization, documentation, and data hygiene habits in ATS/CRM environments.
• Bachelor’s degree or equivalent combination of education and relevant experience.

Competencies:

• Results Orientation & Operational Rigor: Drives hiring outcomes with discipline, accuracy, and consistency; owns SLAs and delivery metrics.
• Candidate Advocacy & Stakeholder Partnership: Balances candidate experience with business priorities; builds trust with TABPs, hiring managers, Sourcing, and Onboarding.
• Prioritization & Agility: Manages competing demands and shifting timelines in a fast-paced, high-volume environment.
• Analytical Problem-Solving: Uses funnel diagnostics and data insights to identify bottlenecks, recommend fixes, and improve pipeline performance.
• Negotiation & Influence: Leads compensation discussions, manages offer strategy, and influences hiring decisions with data-backed recommendations.

Tools & Tech:

• ATS/CRM Systems: Workday, Greenhouse, Smart Recruiters, Avature, or similar enterprise platforms.
• Sourcing Tools: LinkedIn Recruiter, SeekOut, Indeed Resume, Kalibrr, GitHub/StackOverflow (for tech), and other sourcing databases.
• Interview & Scheduling Platforms: GoodTime, HireVue, Modern Hire, or similar tools.
• Operational Tools: Collaboration and reporting tools such as Microsoft Teams, Excel, and dashboards supporting funnel analysis and SLA tracking.
• Familiarity with offer management systems, background check platforms, and preboarding/onboarding workflows.

ResultsCX is a premier customer experience partner to Fortune 100 and 500 companies. We design, build, and deliver digitally influenced customer journeys that achieve the satisfaction and loyalty brands need to thrive and grow, while improving efficiency and reducing costs. ResultsCX’s 30+-year track record for reimagining the customer experience to meet consumers’ evolving expectations has driven growth to more than 20 geographic hubs and approximately 20,000 colleagues worldwide. Our core expertise extends to actionable analytics, contact center as a service (CCaaS), and our own SupportPredict AI-powered digital experience platform. Our strength lies in exceptional individuals working together in a high-performing, fun culture to deliver next-generation customer experiences on behalf of our clients.

ResultsCX is an equal opportunity and affirmative action employer and will consider all qualified applicants without regard to race, color, religion, national origin, sex, sexual orientation, gender identity, age, disability, veteran status, or any other protected factors under federal, state, or local law.