Talent Acquisition Manager

About Wishup:

Wishup helps businesses around the world hire exceptional remote professionals across operations, executive assistance, finance, marketing, customer success, technology, healthcare, and business operations. As we scale, we are building a talent acquisition function that can deliver both high-quality corporate hiring and disciplined, high-volume supply recruitment.

About the Role:

The Manager - Talent Acquisition is a player-coach role. You will lead and develop a recruitment team while personally owning critical searches and high-priority requisitions. Your mandate covers internal and corporate functions as well as supply hiring across India, the Philippines, the United States, and any other markets required by the business. Supply hiring includes high-volume recruitment for full-time contractors: experienced lateral and white-collar talent in business operations, administration, accounting, bookkeeping, healthcare, and real estate. You will create the sourcing, screening, and application-processing systems that allow the team to deliver at pace without compromising candidate quality or experience.

Hiring Scope:

- Corporate and internal roles, including leadership, specialist, and business-critical positions.

- Supply positions, including high-volume hiring for full-time contractors.

- Experienced lateral and white-collar hiring across business operations, administration, accounting, bookkeeping, healthcare, and real estate.

- Recruitment across India, the Philippines, the United States, and other countries as business requirements evolve.

- A monthly workload of 20 - 40 requisitions, with the capability and operating discipline to scale to 50 - 70 requisitions during peak months.

Key Responsibilities:

Team Leadership and Player Coach Ownership:

- Lead, coach, and develop the recruitment team while setting a high bar for sourcing quality, candidate experience, responsiveness, and hiring-manager partnership.

- Assign requisitions, balance team capacity, set clear delivery expectations, and remove operational blockers across active hiring programs.

- Personally own selected critical, complex, or high-priority requisitions from role briefing through offer acceptance and joining.

- Review funnel quality, outreach quality, interview feedback, and hiring outcomes; use coaching and process improvements to raise performance.

- Partner with the Founder and business leaders on workforce planning, role prioritization, hiring forecasts, and market insights.

- Build a collaborative, accountable recruitment culture that can flex during peak hiring periods.

High Volume Supply Recruitment:

- Plan and execute recruitment for 20 - 40 requisitions each month, with readiness to scale delivery to 50 - 70 requisitions during peak periods.

- Build repeatable sourcing and screening playbooks for full-time contractors, lateral hires, and white-collar supply roles.

- Create practical systems to attract, capture, screen, assess, and progress high volumes of applications efficiently.

- Set structured service levels for application review, outreach, screening, interview coordination, and candidate follow-up.

- Maintain clear hiring-manager communication and candidate experience even when requisition volume is high.

Global Outbound Sourcing:

- Build proactive outbound sourcing campaigns across India, the Philippines, the United States, and new markets when required.

- Use market mapping, referrals, professional communities, targeted outreach, and passive-candidate engagement to create dependable talent pipelines.

- Prioritize candidates with relevant U.S. work experience when the role or business requirement calls for it.

- Develop candidate messaging and engagement sequences that convert qualified prospects into active applicants.

- Represent Wishup professionally and build long-term relationships with candidates regardless of hiring outcome.

Recruitment Systems and Operations:

- Build recruitment systems from the ground up, including ATS workflows, intake forms, knockout criteria, candidate tagging, automated communications, and recruiter handoffs.

- Create dashboards and reporting that show requisition volume, application flow, pipeline health, sourcing effectiveness, time-to-screen, time-to-fill, offer acceptance, and joining conversion.

- Identify bottlenecks and improve the end-to-end funnel through better process design, automation, data, and team operating rhythms.

- Maintain accurate pipeline visibility and provide practical recommendations to leaders based on hiring data and market feedback.

What We Are Looking For:

Experience:

- 7 - 15 years of progressive talent acquisition experience, including high-volume recruitment and ownership of corporate or specialist hiring.

- Demonstrated experience leading or mentoring recruiters while remaining hands-on with complex requisitions.

- Proven success building outbound sourcing pipelines and engaging passive candidates at scale.

- Experience designing recruitment workflows and application-processing systems from the ground up for large applicant volumes.

- Experience recruiting across India, the Philippines, the United States, or other international talent markets.

- Experience hiring for business operations, administration, accounting, bookkeeping, healthcare, real estate, or comparable white-collar functions.

What Success Looks Like:

- Within the first year, you will have built a high-performing team and a scalable recruitment engine that can deliver strategic corporate hiring and high-volume supply demand across multiple countries.

- Established team operating rhythms that reliably manage 20 - 40 monthly requisitions and flex effectively during 50 - 70 requisition peak months.

- Built repeatable application-processing, screening, and sourcing systems for full-time contractor, lateral, and white-collar hiring.

- Created strong talent pipelines across India, the Philippines, the United States, and priority new markets.

- Improved candidate generation, screening throughput, time-to-fill, offer acceptance, and joining conversion.

- Earned trusted-partner status with leaders through transparent reporting, hiring judgment, and reliable delivery.