[Hiring] Senior Talent Acquisition Specialist @Bjak

Role Description

We are looking for a Senior Talent Acquisition Specialist to run hiring across multiple functions and regions as BJAK scales globally. Hiring sets the pace here. How quickly we build the team decides how quickly everything else moves.

You will run multiple roles at once and close them in weeks rather than months. That only works when one person owns the full cycle, so you do: post, source, screen, assess, interview, offer. Coordinators and assessors support the individual steps. The outcome is yours.

What You’ll Do

• Run recruitment end to end for your assigned roles.
• Take proper briefs from hiring managers, and tell them when the profile does not match the market.
• Source and screen directly through LinkedIn Recruiter, referrals, job boards and outreach. Inbound and outbound both matter, and neither fills a role on its own.
• Map the market and build pipelines before the role opens.
• Keep the ATS accurate and give hiring managers a straight read on where each role stands.
• Run interviews and scheduling so candidates get a fast, clear process.
• Improve how we hire: screening quality, process, employer brand.

Qualifications

• 2 to 5 years in talent acquisition, in-house, agency, executive search or staffing.
• You have run several roles in parallel against a deadline, not one at a time.
• Real sourcing skill. You can find people who are not looking.
• You move fast because your process is good, not because you work late.
• Hiring experience across more than one function, corporate and tech.
• You read candidates well and can defend a call to a sceptical hiring manager.
• Startup, high-growth or agency experience preferred. Slow environments will not suit.
• Fluency in English is required. Additional language capabilities such as Mandarin, Bahasa Indonesia, Thai, or Japanese are an advantage.

Requirements

• Your roles close on time, and hiring managers know where each one stands without having to ask.
• Every role you run draws strong volume, because you treat the job post as something to be tested and improved rather than published once.
• Shortlists hold up. Hiring managers interview the people you send and rarely ask for a different batch.
• Candidates move through the process quickly. Nothing sits waiting on you.
• Offers get accepted, not just issued.
• Hiring works better a year from now than it does today, because of changes you made.

Benefits

• Above-market remuneration.
• Fast-track career growth and development opportunities.
• Exposure to international hiring across multiple markets and functions.
• Opportunity to work directly with experienced recruiters and business leaders.
• High ownership, autonomy, and responsibility from day one.
• Flat organization where ideas and execution matter more than titles.
• Meaningful work that directly contributes to the growth and success of the business.