Top Talent Acquisition Jobs in Sydney

Leads and grows the APAC talent acquisition team while personally managing complex searches across sales, technical, and corporate functions. Converts hiring plans into regional execution, improves sourcing and recruiting operations, manages agency and RPO partnerships, partners with business leaders on workforce planning, and strengthens interview quality, inclusive hiring, candidate communication, and recruiting efficiency across Australia, North Asia, and Southeast Asia.

Manage end-to-end talent acquisition for Toast’s go-to-market functions, primarily sales. Responsibilities include sourcing, pipeline development, market research, candidate engagement, hiring manager partnership, recruitment metrics analysis, and delivering positive candidate experiences. The role requires adapting strategies for high-volume and ambiguous hiring environments while collaborating with stakeholders to improve recruiting practices. This is a fully remote contract position.

Source, screen, and engage passive Account Executive and other sales candidates across the APJ region. Build diverse talent pipelines and benches, map competitive talent markets, partner with recruiters and hiring managers, assess candidate alignment, deliver a strong candidate experience, and maintain accurate recruiting data. Improve sourcing workflows and outreach methods while managing multiple searches in GitLab’s fully remote, asynchronous environment.

Own full-cycle recruitment for Kaseya’s Sydney office across sales, marketing, customer success, corporate functions, and technology. Responsibilities include sourcing and screening candidates, partnering with hiring managers and senior leaders, building talent pipelines, negotiating offers, maintaining recruitment data, monitoring hiring metrics, and improving standardized recruiting processes and candidate experience.

Partner with senior leaders to develop workforce plans and strategic hiring solutions. Lead end-to-end recruitment for critical Water and infrastructure positions, build technical and leadership talent pipelines, provide market intelligence, support international recruitment and visa pathways, and use analytics, AI, and automation to improve hiring. The role also influences employer branding, candidate experience, recruitment processes, and long-term workforce strategy.

Deliver end-to-end recruitment across diverse roles, develop sourcing strategies, advise leaders on hiring and selection, manage candidate assessments, support employer branding, and provide recruitment reporting and analytics. The role also contributes to workforce planning, candidate experience, and broader People & Culture initiatives while partnering with stakeholders across the business.

Lead end-to-end recruitment for mid- to senior-level engineering roles across NSW and ACT. Partner with hiring managers and senior leaders, develop hiring strategies, source and assess candidates, provide market insights, and manage recruitment governance and candidate experience. The role also involves improving recruitment processes through ATS platforms, emerging technology, AI-enabled tools, and data insights while balancing multiple priorities in a fast-paced environment.

Lead end-to-end talent acquisition across Australia, the United Kingdom, and Vietnam. Partner with leaders on hiring, optimize direct sourcing channels, establish best-practice recruitment processes, manage recruitment metrics, coach hiring leaders, and improve recruitment and HR systems. The role also supports talent programs, candidate experience, stakeholder engagement, and small to mid-size recruitment projects within technology and financial services environments.

Partners with hiring managers and leaders to develop sourcing and attraction strategies, build proactive talent pipelines, manage end-to-end recruitment, and deliver strong candidate experiences. Provides recruitment analytics and recommendations, uses AI-enabled tools, coaches stakeholders, and contributes to talent acquisition projects including EVP, workforce planning, capability development, and innovative sourcing campaigns.

Leads the Talent Acquisition function, develops recruitment and workforce strategies, and manages a high-performing team. Partners with senior leaders on workforce planning, talent attraction, employer branding, recruitment performance, analytics, onboarding, compliance, and process improvement. The role drives operational excellence, technology-enabled innovation, candidate experience, diversity outcomes, and alignment between talent initiatives and organisational objectives.

Manages full-cycle recruitment for a global MedTech organization, including requisition intake, sourcing, screening, interviewing, offer preparation, and onboarding coordination. Partners with hiring managers and HR stakeholders, maintains applicant tracking data, reports recruiting metrics, ensures legal and privacy compliance, and provides strategic guidance on talent markets, hiring approaches, and candidate experience.

Lead end-to-end talent acquisition for APAC GTM and some corporate roles. Partner with senior leaders to define hire profiles and strategy, build proactive pipelines, run data-informed hiring processes, and deliver excellent candidate experience while shaping Talent programs, tools, and processes.

Support talent acquisition across ANZ by screening and assessing candidates, sourcing hard-to-fill roles, partnering with hiring managers and Talent Acquisition Business Partners, maintaining candidate engagement, updating ATS data, and reporting on recruitment activity. The role also involves monitoring market trends and improving sourcing strategies and candidate experiences.

Screen and assess candidates, proactively source hard-to-fill roles, partner with hiring managers and Talent Acquisition Business Partners, support candidate engagement throughout the recruiting lifecycle, maintain accurate ATS data and reporting, and improve sourcing practices. The role suits proactive, relationship-focused, adaptable individuals interested in recruitment, with agency or in-house talent acquisition experience beneficial but not essential.

Manage end-to-end recruitment, including sourcing strategy, candidate interviews, hiring-manager collaboration, C-level hiring, recruitment reporting, and process improvement. The role focuses on IT and marketing/sales recruitment across European and potentially U.S. markets, using ATS platforms, reporting systems, AI tools, and automation to improve hiring outcomes.

Own and lead the end-to-end Talent Acquisition function across Australia, New Zealand, and the Philippines. Develop TA strategy, improve recruitment processes and technology, lead a distributed team, build talent pipelines, strengthen employer branding, establish performance metrics, and partner with executives and hiring managers. Remain hands-on in recruiting senior, technical, specialist, sales, and difficult-to-fill positions while adopting AI and automation to improve hiring effectiveness.

Own end-to-end recruitment across Australia partnering with HR and business leaders. Develop sourcing strategies, manage full candidate lifecycle, deliver talent market insights, track recruitment metrics, build pipelines at events, and lead employer branding, diversity, graduate recruitment, and process improvements using tools like Workday.

Lead negotiation, lifecycle management, compliance, and risk mitigation for commercial contracts and fee-for-service agreements. Identify commercial funding opportunities, develop cost proposals and pricing strategies, build donor/partner relationships, and implement contract management systems and analytics to protect organisational interests and maximise programme delivery.

Lead strategic direction, implementation, financial oversight, and stakeholder engagement for large donor-funded humanitarian and development programmes. Ensure compliance, strengthen systems (finance, procurement, MEAL, HR), manage senior staff and partners, and represent the programme to donors and governments while promoting learning and adaptive management.

Lead end-to-end pursuit of institutional funding: donor landscape analysis, Go/No-Go decision-making, proposal development and budgeting, donor relationship building, cross-functional bid coordination, award negotiation, and post-award transition. Implement grant workflows, knowledge management, and AI-assisted tools to improve proposal quality and institutional memory.

Provide financial leadership across the grant lifecycle: prepare compliant cost proposals, manage post-award financial monitoring and reporting, ensure donor compliance, support audits, advise on financial feasibility, build partner capacity, and maintain grant financial systems and analytics.

Own full-cycle recruitment for assigned business groups: consult stakeholders, source and assess candidates, execute employer branding and workforce planning, manage vendor spend and reporting, maintain talent networks and candidate pipelines, and support post-hire processes to ensure a high-quality candidate experience.

Execute end-to-end recruitment strategies: source, assess and hire talent; manage job postings, employer branding, vendor spend, and stakeholder consulting. Build talent pipelines via networking and market intelligence, provide ad-hoc reporting using ATS/HRIS/MS tools, and ensure a strong candidate experience.

Run full-cycle recruitment across multiple functions and regions: take briefs, source (LinkedIn, job boards, referrals), screen, interview, manage ATS, build pipelines, close roles quickly, and improve hiring processes and employer brand.

Lead full-cycle recruitment for a portfolio, design sourcing and attraction strategies, use talent intelligence tools (Eightfold), build talent pipelines, advise hiring managers, champion candidate experience, and develop capability in employer branding, hiring manager/candidate experience, or recruitment systems optimisation.