The Opportunity

We have an exciting opportunity for an experienced Senior Technical Recruiter to join our Global Talent Acquisition team in Cebu.

You’ll play a key role in growing our technology teams in the Philippines, with a strong focus on Software Engineering, Product, Data, Cloud, and other specialist technical roles.

This is more than a requisition management role. You’ll own recruitment end to end, build talent pipelines, advise hiring managers on the Cebu and wider Philippine technology market, and create an excellent experience for candidates.

You’ll combine strong recruiter judgment with data, recruitment marketing, sourcing technology, and AI productivity tools to help us hire the right people and continuously improve how we recruit.

What You’ll Do

Sourcing & Talent Attraction

• Build sourcing strategies for technical roles across Software Engineering, Product, Data, Cloud, DevOps, QA, Support, and other specialist areas.

• Proactively identify and engage passive talent through LinkedIn Recruiter, referrals, professional networks, technical communities, and other relevant sourcing channels.

• Develop talent pipelines for recurring and hard-to-fill skills rather than relying solely on active applicants.

• Tailor sourcing strategies to the Cebu and wider Philippine technology talent market.

• Track source effectiveness and adjust your approach based on pipeline quality and hiring results.

End-to-End Recruitment

• Own vacancies from hiring intake through sourcing, screening, interviews, offer, and pre-boarding.

• Partner with hiring managers and technical leads to define requirements, candidate profiles, assessment criteria, and recruitment strategies.

• Build recruitment plans with clear hiring priorities, sourcing strategies, timelines, and pipeline expectations.

• Manage multiple technical vacancies while maintaining quality and a strong candidate experience.

• Identify hiring risks early and recommend practical solutions.

Candidate Screening

• Conduct structured interviews to assess technical experience, career motivations, communication, and alignment with role requirements.

• Develop enough understanding of relevant technology stacks to hold credible conversations with technical candidates and hiring teams.

• Distinguish genuine must-have technical requirements from skills that can be developed or transferred.

• Present concise, evidence-based candidate recommendations to hiring managers.

• Support fair and consistent assessment through structured screening and interview practices.

Stakeholder Management

• Build trusted partnerships with hiring managers, engineering leaders, HR, and other stakeholders.

• Act as a talent advisor, not simply an order taker.

• Provide clear recommendations based on pipeline data and talent-market insights.

• Set realistic expectations around candidate availability, compensation, sourcing complexity, and hiring timelines.

• Provide regular updates on pipeline health, recruitment progress, challenges, and required actions.

• Confidently challenge requirements when market evidence suggests a different hiring approach may deliver better results.

Candidate Experience

• Create a professional, transparent, and engaging candidate experience from first contact through hire.

• Set clear expectations around the opportunity, recruitment process, and next steps.

• Keep candidates informed and engaged throughout the hiring journey.

• Build long-term relationships with strong candidates for future opportunities.

• Represent the AMCS employer brand consistently in every interaction.

ATS & Recruitment Operations

• Maintain accurate and timely candidate and requisition information within the ATS.

• Manage recruitment workflows including candidate progression, interview coordination, feedback, offers, and recruitment documentation.

• Maintain strong data quality so stakeholders have reliable recruitment information.

• Identify opportunities to simplify processes and improve recruiter and hiring-manager productivity.

• Follow established recruitment processes, policies, and applicable hiring requirements.

Data Analytics & Reporting

• Track recruitment metrics including pipeline conversion, source effectiveness, time to hire, offer acceptance, and hiring outcomes.

• Use recruitment data to identify bottlenecks and recommend action.

• Provide hiring managers and TA leadership with clear pipeline reporting and market insights.

• Monitor performance against hiring priorities and adjust recruitment strategies when needed.

• Turn data into practical recommendations rather than simply reporting numbers.

What You’ll Bring

Essential

• 5+ years of recruitment experience, with significant experience recruiting Software Engineering or other technical talent.

• Strong experience managing end-to-end technical recruitment in an in-house, RPO, agency, or high-growth environment.

• Proven experience sourcing and engaging passive technical candidates.

• Experience recruiting across mid-level, senior, lead, or specialist technology positions.

• Working knowledge of technical disciplines such as backend, frontend, full stack, QA, DevOps, Cloud, Data, Product, and Software Support.

• Strong experience using LinkedIn Recruiter, an ATS, and other sourcing or recruitment technologies.

• Confidence partnering directly with hiring managers and senior stakeholders.

• Strong interviewing, candidate management, influencing, negotiation, and closing skills.

• A data-driven approach to pipeline management and recruitment decisions.

• Strong written and verbal English communication skills.

• Ability to manage multiple vacancies and priorities in a fast-moving environment.

Desirable

• Previous experience recruiting technology talent in Cebu or the wider Philippine market.

• Experience delivering recruitment ramp-ups, volume hiring, or project-based hiring while managing specialist roles.

• Experience working within a global organisation and partnering with stakeholders across different countries and time zones.

• Experience using AI productivity tools within Talent Acquisition.

• Experience developing recruitment marketing, sourcing campaigns, or talent communities.

• Experience using recruitment dashboards or analytics to influence hiring strategy.

• Familiarity with structured interviewing and inclusive sourcing practices.

What Success Looks Like

Success in this role goes beyond the number of vacancies filled.

You’ll build strong pipelines before they are needed. You’ll give hiring managers an honest view of the talent market. You’ll use data to identify where recruitment is working and where we need to change course. And you’ll give candidates a professional experience that represents AMCS well, whether they join us now or could become part of our future talent community.

What We Offer

• Hybrid working that keeps you flexible and connected.

• Day 1 healthcare for you and up to three dependents.

• 25 days annual leave.

• Company shuttle service.

• Free onsite meals and unlimited coffee.

• Competitive allowances and wellbeing benefits.

• Global collaboration with teams across our locations.

• Continuous learning to grow your career.

• Build innovative SaaS and AI solutions for a more sustainable future