Talent Acquisition Manager

Desired Candidate Profile

• Minimum 5+ years of experience in talent acquisition, with substantial hands-on experience in bulk hiring and frontline recruitment.
• Proven experience hiring blue-collar and entry-level employees for restaurant outlets, including kitchen staff, kitchen helpers, stewards, service crew, housekeeping staff, and other operational roles.
• Prior experience in campus recruitment, job fairs, hospitality institute partnerships, vocational training centres, and apprenticeship hiring.
• Strong understanding of sourcing strategies through job portals, employee referrals, walk-in drives, local recruitment networks, social media, and community-based sourcing.
• Demonstrated ability to manage multiple vacancies simultaneously and fulfil manpower requirements within agreed timelines, particularly for new outlet openings and urgent hiring requirements.
• Experience coordinating with outlet managers, operations teams, and HR stakeholders to understand manpower requirements and ensure timely candidate closures and joinings.
• Ability to build and maintain a strong pipeline of frontline talent while minimising candidate dropouts and improving joining conversion rates.
• Proficiency in recruitment MIS, Google Sheets/Excel, candidate tracking, and recruitment reporting.
• Strong communication, negotiation, stakeholder management, and follow-up skills.
• Willingness to travel for recruitment drives, campus visits, and outlet-level hiring activities as required.
• A self-driven, organised, and target-oriented professional who can independently manage high-volume recruitment requirements in a fast-paced hospitality environment.

Preferred Qualifications

• Graduate in any discipline; HR, Business Administration, or Hospitality Management qualifications preferred.
• Experience working with multi-outlet restaurant chains, QSR brands, or hospitality groups will be an added advantage.
• Prior exposure to recruitment planning for business expansion, seasonal hiring, and multiple outlet launches is desirable.

Key Performance Indicators

• Achievement of monthly hiring targets and timely fulfilment of approved vacancies.
• Recruitment turnaround time and joining conversion ratio.
• Effectiveness of sourcing channels and recruitment drives.
• Number and quality of campus partnerships and institutional hiring initiatives.
• Reduction in candidate dropouts and improvement in joining ratios.
• Accuracy and timely submission of recruitment MIS and hiring reports.