Head of Talent Acquisition

Australia’s Leading Managed Service Provider | Strategic Leadership + Hands-On Recruitment | AU, NZ & Philippines

We’re looking for an exceptional Head of Talent Acquisition to take ownership of recruitment across First Focus.

And when we say ownership, we mean it.

You’ll have the freedom to shape our TA strategy, improve how we recruit, lead and develop a geographically distributed team, and help us build the talent capability we need for our next stage of growth.

But this isn’t a role where you create a strategy deck, admire it occasionally and leave everyone else to do the recruiting.

You’ll still recruit.

Particularly when the role is senior, technical, specialist, commercially important or just annoyingly difficult to fill.

If you like the idea of building and leading a high-performing TA function without giving up the part where you actually find great people, keep reading.

The Role

Reporting directly to our Chief People Officer, you’ll own the end-to-end Talent Acquisition function and be accountable for making sure we attract, engage and hire the people we need to support our growth.

That means you’ll:

• Develop and implement our Talent Acquisition strategy.
• Own our recruitment processes, technology, reporting, candidate experience, employer brand and overall recruitment performance.
• Lead, coach and develop our technology-focused TA team across Australia, New Zealand and the Philippines.
• Partner with executives and hiring managers to understand what they really need — which, occasionally, may require helping them work that out.
• Stay hands-on with senior technical, specialist, sales and difficult-to-fill roles.
• Build sustainable talent pipelines so every vacancy doesn’t start with a mild panic and a LinkedIn search.
• Review and improve our sourcing channels, recruitment technology, processes and data.
• Trial, adopt and actually use AI and automation where it makes us better and faster.
• Create consistency across multiple countries without pretending every market is exactly the same.
• Improve our Employer Value Proposition and how we tell the First Focus story to candidates.
• Establish useful TA metrics — not metrics for the sake of having a colourful dashboard — and use them to improve quality, speed and effectiveness.
• Challenge hiring processes when they become unclear, unrealistic or unnecessarily complicated.
• Collaborate with the Talent Director and hiring managers in our US-based parent company.