Job Title: Talent Acquisition Manager Reports To: COO / Co-Founder & General Manager Work Location: On-site at the EVES office location assigned based on the candidate’s home location, including Tuguegarao City, Cagayan; Baguio City, Benguet; or Angeles City, Pampanga, subject to business requirements. Travel Requirement: Required to travel to the EVES Head Office in Tuguegarao City, Cagayan, or to any other EVES office location or designated business location, as business needs arise. Work Schedule: Actual work hours may vary depending on interview, client, or meeting schedules across global time zones, including coverage on certain holidays as required. Company Overview Elite Virtual Employment Solutions (EVES) is a premier offshoring company committed to bridging the gap between highly skilled professionals in the provinces of the Philippines and global companies seeking top-tier talent. EVES is dedicated to providing world-class career opportunities outside Metro Manila, enabling professionals to grow without the need to relocate to major urban centers. Position Overview The Talent Acquisition Manager is a strategic and operational leadership role responsible for building, scaling, and managing the Company’s talent acquisition function. This position requires 5–7+ years of recruitment experience, preferably within the BPO or offshoring industry. Based on-site at an assigned EVES office location, this role is critical to EVES’ continued growth and expansion. The Talent Acquisition Manager will lead the development and execution of recruitment strategies while remaining actively and consistently involved in hands-on, day-to-day recruitment execution and administrative coordination. This is not a supervisory-only role. The Talent Acquisition Manager is expected to personally perform full-cycle recruitment activities, including sourcing, screening, interviewing, candidate coordination, offer management, recruitment administration, and other activities necessary to fill open positions and meet business and client requirements. The Talent Acquisition Manager also serves as a primary point of contact for recruitment-related coordination with internal stakeholders and external clients. The role requires effective management of client expectations, alignment of recruitment strategies with client requirements, and timely and professional communication throughout the recruitment lifecycle. The position requires a proactive and resourceful leader who can develop strategies, build systems and processes, identify opportunities for improvement, and personally execute recruitment activities necessary to achieve hiring objectives. Key Responsibilities Recruitment Strategy & Execution

• Design, implement, and continuously improve end-to-end recruitment strategies aligned with Company objectives and client requirements.
• Lead recruitment efforts focused on onsite provincial hiring while supporting Metro Manila and other talent markets as needed.
• Align recruitment plans with workforce forecasts, client requirements, Company growth objectives, and operational expansion targets.
• Evaluate the effectiveness of recruitment strategies, sourcing channels, and campaigns and scale successful initiatives.
• Proactively identify hiring risks, market challenges, and potential recruitment bottlenecks and recommend appropriate solutions.
• Maintain consistent recruitment momentum and accountability for open positions.

Client Relationship & Recruitment Coordination

• Act as a primary recruitment point of contact for clients on hiring-related matters.
• Coordinate closely with clients regarding job requirements, candidate profiles, hiring timelines, interview schedules, candidate endorsements, and feedback.
• Maintain timely, clear, professional, and proactive communication with clients throughout the recruitment lifecycle.
• Manage client expectations by providing accurate updates regarding recruitment progress, challenges, market conditions, and anticipated timelines.
• Ensure recruitment strategies and processes remain aligned with client standards, service-level expectations, and hiring priorities.
• Develop strong client relationships and serve as a trusted recruitment partner by providing market insights, recommendations, and solutions to hiring challenges.

Full-Cycle Recruitment Management & Hands-On Execution

• Personally conduct candidate sourcing, resume review, screening, interviews, and assessments.
• Coordinate and schedule internal and client interviews and ensure timely follow-up with all stakeholders.
• Manage job postings, job boards, recruitment campaigns, and other sourcing channels.
• Prepare and manage candidate endorsements, job offers, negotiations, pre-employment coordination, and onboarding endorsements.
• Perform hands-on recruitment administrative tasks necessary to maintain efficient and organized recruitment operations.
• Maintain consistent hiring momentum, including during onboarding, training, relationship-building, and recruitment infrastructure development.
• Remain actively involved in recruitment execution even while performing leadership and strategic responsibilities.

Proactive Talent Sourcing & Market Mapping

• Actively search resume databases and other appropriate sourcing channels to identify high-potential candidates, including passive talent.
• Build and maintain strong talent pipelines to support current and anticipated client hiring requirements.
• Conduct strategic talent and market mapping to identify qualified professionals within competitor organizations, related industries, and relevant talent markets.
• Professionally and ethically engage qualified individuals who may currently be employed by other organizations to determine their interest in appropriate career opportunities with EVES.
• Develop long-term relationships with prospective candidates who may be suitable for future opportunities.
• Maintain confidentiality, professionalism, discretion, and ethical recruitment practices in all sourcing activities.

Provincial Recruitment Leadership & Onsite Initiatives

• Champion EVES’ provincial recruitment strategy and effectively communicate the advantages of provincial employment opportunities to candidates and clients.
• Develop and execute localized recruitment initiatives designed to strengthen EVES’ talent presence in Tuguegarao City, Baguio City, Angeles City, and other current or prospective Company locations.
• Identify and develop appropriate partnerships with universities, training institutions, professional organizations, communities, and other potential talent sources.
• Lead and participate in onsite recruitment activities, job fairs, hiring events, community outreach, and other talent acquisition initiatives.
• Travel to the EVES Head Office in Tuguegarao City and to other EVES office locations or designated business locations as required to support recruitment activities, hiring drives, workforce expansion, Company initiatives, and other business requirements.

Employer Branding

• Support the development and execution of employer branding initiatives consistent with EVES’ culture, values, and growth objectives.
• Collaborate with relevant internal stakeholders to highlight career opportunities, employee experience, professional growth, and organizational values.
• Ensure candidate-facing recruitment communications accurately and professionally represent the EVES employer brand.
• Identify opportunities to strengthen EVES’ positioning as an employer of choice within provincial talent markets.

Social Media & Creative Sourcing

• Utilize social media platforms and creative sourcing techniques to attract qualified candidates.
• Develop and support organic and campaign-driven recruitment initiatives.
• Evaluate the effectiveness of social media and other sourcing campaigns and recommend improvements based on results.
• Explore new and innovative sourcing channels appropriate to the positions and talent markets being targeted.

Recruitment Systems & Talent Infrastructure LeadershipApplicant Tracking System (ATS) Management & Ownership

• Take full ownership of the Company’s Applicant Tracking System (ATS), currently JobAdder, as the Company’s primary recruitment system and talent database.
• Ensure complete, timely, and accurate documentation of candidate information, sourcing history, interview notes, assessments, client feedback, hiring stages, and other relevant recruitment information.
• Use the ATS (JobAdder) to:
  • Track open requisitions and hiring progress.
  • Maintain accurate and structured candidate pipelines.
  • Document recruitment activity, interviews, feedback, and hiring decisions.
  • Generate recruitment reports, metrics, and insights.
  • Build and maintain a comprehensive, long-term, searchable talent database.
  • Identify and re-engage qualified candidates for future opportunities.
• Establish and maintain strong ATS data discipline, accuracy, completeness, and consistency.
• Continuously develop expertise in JobAdder and maximize available platform features to improve recruitment efficiency, visibility, reporting, and talent pipeline management.
• Ensure JobAdder functions as the primary source of truth for recruitment information.
• Treat JobAdder and the information maintained within it as a critical strategic technology and data asset of the Company and manage it with appropriate care, depth, consistency, and accountability.

Process Improvement, Reporting & KPI Infrastructure

• Continuously evaluate and improve recruitment workflows, documentation, candidate experience, and operational efficiency.
• Build and maintain a structured recruitment reporting infrastructure that provides management with clear and consistent visibility into recruitment performance.
• Establish and maintain a formal reporting calendar covering weekly, monthly, and quarterly reporting to the General Manager, COO, and CEO.
• Develop, monitor, and report relevant recruitment KPIs, which may include:
  • Open requisitions and aging.
  • Hiring progress.
  • Time-to-first qualified candidate submission.
  • Time-to-fill.
  • Pipeline health and candidate volume.
  • Source effectiveness.
  • Offer acceptance rates.
  • Referral contribution.
  • Hiring risks and bottlenecks.
  • Other recruitment KPIs identified by management.
• Ensure recruitment reports are accurate, timely, data-driven, and actionable.
• Provide analysis and recommendations rather than reporting data alone.
• Proactively escalate recruitment risks or concerns that may affect hiring timelines, client expectations, or business operations.
• Maintain compliance with internal recruitment standards, client requirements, Company policies, and applicable labor regulations.

Salary Matrix Review & Market Competitiveness

• Review the Company’s applicable salary matrices at least twice per year or more frequently when significant market changes or hiring concerns warrant additional review.
• Evaluate compensation competitiveness based on available market information, candidate feedback, hiring outcomes, offer acceptance rates, and recruitment experience.
• Monitor market trends and compensation-related factors that may affect EVES’ ability to attract and hire qualified candidates.
• Proactively raise concerns regarding compensation competitiveness to the General Manager, COO, and CEO.
• Provide data-supported observations and recommendations regarding potential salary matrix changes when appropriate.
• Support the Company’s objective of maintaining competitive and sustainable compensation positioning for recruitment purposes.

Employee Referral Program Development

• Review, strengthen, and continuously improve the Company’s employee referral program as a strategic recruitment channel.
• Develop structured and recurring initiatives to encourage employees to actively participate in identifying and referring qualified candidates.
• Ensure the EVES team is consistently informed of priority hiring requirements and appropriate referral opportunities.
• Develop effective internal communication and engagement strategies to maintain awareness and participation in the referral program.
• Track referral activity, candidate quality, conversion, hiring outcomes, and overall program effectiveness.
• Recommend improvements to referral mechanics, communications, incentives, or processes based on program results.
• Position employee referrals as a reliable, consistent, and measurable component of the Company’s overall recruitment strategy.

Other Duties and Responsibilities

• Perform other recruitment, HR-related, administrative, client-related, or operational tasks as may reasonably be required to support business operations and client needs.
• Participate in Company meetings, recruitment events, onsite initiatives, and other activities relevant to the position.
• Undertake additional responsibilities, projects, priorities, or time-bound targets as may be assigned and documented based on evolving business requirements.

Qualifications & Competencies

• At least 5–7+ years of progressive recruitment experience, preferably within the BPO, offshoring, outsourcing, or related industry.
• Demonstrated leadership capability with the ability to develop recruitment strategies, establish systems and processes, and drive recruitment performance.
• Strong willingness and demonstrated ability to remain fully hands-on in sourcing, screening, interviewing, candidate coordination, recruitment administration, and other day-to-day recruitment activities despite holding a managerial position.
• Proven experience managing full-cycle recruitment and multiple concurrent requisitions.
• Proven ability to coordinate directly and professionally with clients regarding recruitment requirements, timelines, candidate feedback, and hiring challenges.
• Strong client relationship and stakeholder management capabilities.
• Strong knowledge of proactive sourcing, passive candidate engagement, talent mapping, and pipeline development.
• Strong proficiency in applicant tracking systems and commitment to maintaining comprehensive, accurate, and timely recruitment data.
• Ability to interpret recruitment data, establish meaningful KPIs, identify trends, and provide actionable recommendations to management.
• Ability to balance strategic planning, leadership responsibilities, and hands-on operational execution in a fast-paced and growth-oriented environment.
• Strong organizational, communication, analytical, negotiation, and problem-solving skills.
• High level of initiative, accountability, adaptability, and ownership.
• Ability to proactively identify problems and opportunities and recommend solutions without requiring continuous direction.
• Willingness and ability to work on-site at any assigned EVES office location and to lead and participate in onsite recruitment initiatives.
• Willingness and ability to travel to the EVES Head Office in Tuguegarao City, other EVES offices, and other designated locations as required by business needs.
• Experience building, improving, or scaling recruitment functions, systems, or teams is highly desirable.
• Ability to professionally represent EVES in interactions with candidates, clients, external partners, and the broader talent market.