Senior Talent Acquisition Manager

MoneySmart is Southeast Asia’s leading personal finance platform, helping consumers across Singapore and Hong Kong find the right financial products and make smarter decisions with their money. We’re at an inflection point: moving from a comparison platform to a genuinely personalised financial companion, and marketing is the engine that gets us there.

The Senior Talent Acquisition Manager (STAM) at MoneySmart is a senior individual contributor who combines rigorous hiring execution with a broader contribution to how our TA function operates. The role reports directly to the COO and carries meaningful accountability for multiple outcomes – for the quality of hires made, for the capability of the hiring managers worked with, and for leaving the function in better shape over time.

The future of talent acquisition at MoneySmart is in running data-informed, AI-native, and ruthlessly efficient operations that meet business needs. Agility, focus, decisiveness and expertise are tools that will help us make the transition but most important is the ability to pick up new skills and try new ways of working to break the entrenched patterns of how TA has traditionally been run in the past.

• →Deliver hiring outcomes: Own the full recruitment cycle for an assigned portfolio of roles. Meet agreed benchmarks for speed, quality and cost of hire. Manage multiple active searches simultaneously without dropping standards
• →Maintain pipeline quality: Build and maintain warm pipelines for assigned roles – particularly evergreen, high-frequency and hard-to-fill positions. Develop sourcing channels and relationships that reduce dependence on inbound and reactive hiring
• →Measure and build on success: Specific qualitative and quantitative performance measures cover speed, quality, and cost of hire along with readiness (pre-requisition) are monitored. Intelligence is analysed for signals of changes to market conditions, for identification of opportunities to improve (speed quality or cost) and to manage capacity and risks
• →Organisational culture and values: Play your part in putting intent into practice and bringing our target culture into reality. Cultivate a strong understanding and adoption of intended culture and MoneySmart's values and mission. Ensure candidates are assessed deeply on culture fit and the importance of culture to MoneySmart is impressed upon new joiners
• →Strengthen the TA function: Take ownership of improving specific processes, tools or practices within remit. Document what works, fix what doesn’t, and bring a clear point of view on what should change beyond it. The expectation is not to maintain the status quo but to raise the standard
• →Coaching hiring managers: Go beyond ensuring process compliance. Identify gaps, biases and blindspots in how hiring managers assess and decide. Coach proactively to raise the quality of hiring decisions across the business
• →Safeguarding the brand: Ensure every candidate interaction reflects MoneySmart’s values and employer brand. Take an active interest in how MoneySmart is perceived in the market and contribute to efforts that strengthen our presence with target candidate pools 

• Quality-first hiring mindset: Thinks about hiring in terms of outcomes, not activity. Understands the tensions between speed, quality and cost. Connect recruiting decisions to post-hire performance 
• Great organisation and decision making: Excels at identifying priorities and working accordingly. Can see problems coming ahead of time rather than focussing just on the next step. Knows when to act to relieve the pressure when risks are building 
• Stakeholder influence: Capable of building credible, trust-based relationships with hiring managers and colleagues. Can articulate problems with hiring materials or judgements as and when required. Adapts communication style without losing substance 
• Data fluency: Comfortable analysing and communicating TA data. Knows which numbers matter for what purpose. Can translate recruiting metrics into business language without losing accuracy. Can use data to make decisions and learns by understanding and interpreting the data, not just reporting it 
• Systems thinking: Improves things that aren’t working, and optimises processes for better scaling. Makes deliberate decisions about tools and productivity rather than defaulting to established habits 
• SEA market knowledge: Has a working understanding of the talent market across Singapore and broader SEA region, particularly in fintech and technology. Knows where to find strong candidates, what it takes to attract them, and how compensation and expectations vary by market 

• 5+ years in in-house talent acquisition, with meaningful experience in technology, fintech or high-growth environments across Southeast Asia
• Has personally owned end-to-end hiring across multiple role types and levels of seniority — not only managed a team that does it
• Demonstrated track record in targeted recruitment campaigns and direct sourcing, with clear examples of what was built and what it produced
• Has worked with and influenced hiring managers and other stakeholders on hiring decisions, not just done as instructed 
• Comfortable building and improving TA operations and managing change effectively

The traits we admire are core intrinsic qualities we look for in someone we want on our team, and we look for people who are Hungry, Humble and Smart. We also expect all our people to uphold the following company values:

• Play to win as a team
• Solve for the customer
• Embrace a personal growth mindset
• Step up and own it
• Challenge the status quo and deliver outcomes

MoneySmart Group is an equal opportunity employer. Please include only relevant details and avoid unnecessary information (e.g., photos, age) in your job application to assist us in ensuring that the interview process is devoid of bias.