Senior Technical Recruiter | Global Hiring (APAC, AU, ect...)

🌍 Client: Singapore IoT company (smart solution for factory)

📍 Minimum 3-5 YoE in managing end-to-end IT role directly, prefer APAC and Middle East region.

💼 Salary: SGD $1,500 – $2,200, open nego (sign contractor, no SHUI), open negotiate

🗣 English: Good (4 skills)

🚀 Fulltime Remote, 10am-7pm SGT, Monday to Friday. We don’t open for part-time or 2nd-job. Candidates must be full-time dedicated for the role.

We’re looking for someone who can actually recruit, not just coordinate recruitment. This hire will be the person helping us build our internal hiring engine, so we need someone who can independently understand roles, source the right talent, screen deeply, and drive hiring outcomes without needing constant handholding.

To put it simply: we are not looking for a generic HR generalist, a corporate recruiter who only knows how to follow process, or someone whose main strength is admin and interview scheduling. We need a recruiter who can hunt, think, and filter. What the role actually is:

This role is roughly: Recruitment is the core. HR operations is supportive.

• 85% recruitment
• 15% HR operations

The person needs to be able to:

• own end-to-end hiring for difficult roles
• source proactively, not just rely on inbound
• screen candidates properly so weak or exaggerated profiles do not reach leadership
• hire in unfamiliar markets without a ready-made playbook
• work directly with leadership and move quickly
• build structure where needed instead of waiting for structure to be handed to them

What “good” looks like

• We want someone who behaves like a high-ownership in-house recruiter, not a recruitment coordinator. The right profile should be able to:
• quickly understand what a role really requires
• identify the real must-haves vs nice-to-haves
• translate that into a smart sourcing strategy
• build strong shortlists, not just big shortlists
• explain clearly why a candidate is worth interviewing
• adjust the search fast when the market is not responding

The kind of backgrounds we want

That means recruiters from companies in areas like:

• Industrial AI
• AIoT / IoT
• predictive maintenance
• Industry 4.0
• smart manufacturing
• industrial software
• operational analytics
• automation / OT / reliability / asset performance
• enterprise AI / B2B deep-tech SaaS selling into industrial or operations-heavy customers

We are much more interested in someone who has recruited for an industrial AI startup than someone who has recruited for a famous but irrelevant corporate brand.

Preferred company environment

• startups
• scale-ups
• lean internal TA teams
• founder-led or fast-moving businesses
• companies where the recruiter had to do more than just one part of the funnel

Ideal size is roughly:

• 20 to 200 employees
• Series A to growth-stage
• or similarly lean, execution-heavy environments

The kinds of roles they should have hired for

Strong profiles will usually have majority of their professional experience hiring a mix of:

• software / AI / data / ML engineers
• IoT / embedded / firmware roles
• technical solution consultants / solutions engineers
• field deployment / implementation roles
• enterprise sales / account executives / sales managers

We also do not want someone whose main strengths are:

• scheduling
• process coordination
• onboarding admin
• HR paperwork
• stakeholder updates without real recruiting judgment

We want someone who:

• can go from vague business need to real shortlist quickly
• is comfortable pushing into a new market with little guidance
• can spot when a candidate is bluffing
• can explain why a candidate is or is not strong
• can operate without a recruitment manager above them
• is comfortable being accountable for hiring outcomes