FINEXUS Group Hiring! Full Time Senior Specialist Talent Acquisition in Federal Territory - Ricebowl

Why This Role Matters

Great teams start with the right people.

As Finexus grows, we need a recruiter who can consistently build strong candidate pipelines and convert them into quality hires — particularly across Technology and other business-critical roles.

We are looking for someone resourceful, commercially sharp and outcome-driven: someone who knows how to use the full range of recruitment channels, understands the environment they are recruiting for, and can keep hiring moving from requirement to accepted offer.

About the Role

As Senior Specialist, Talent Acquisition, you will own end-to-end recruitment across technical, professional and operational roles, with a strong focus on Technology hiring.

You will partner with hiring managers to understand what they need, determine the right hiring strategy, generate candidate pipelines through multiple channels, assess talent effectively and drive recruitment through to closure.

For Technology roles, you should be comfortable recruiting within a fintech, technology, SaaS or software product environment, with an understanding of how Engineering, Product, Delivery, QA and other technical functions work together to build, implement and support software products.

You will also bring structure and consistency to recruitment — navigating different stakeholder requirements and working styles while keeping the process efficient, organised and responsive.

Key Responsibilities

1. Build and Manage Candidate Pipelines

• Build strong candidate pipelines using the full range of available recruitment channels.
• Actively utilise job platforms, inbound applications, LinkedIn, databases, referrals, direct sourcing, agencies, communities, career fairs and other relevant channels.
• Source and engage both active and passive candidates, selecting the right approach based on the role and talent market.
• Regularly review existing applications and candidate databases rather than relying solely on new sourcing activity.
• Develop alternative sourcing strategies when existing channels are not producing sufficient quality or volume.
• Track channel effectiveness and focus recruitment effort on approaches that produce results.

Success looks like: Available recruitment channels are consistently and effectively utilised, healthy pipelines are maintained, and sourcing activity translates into qualified candidates progressing through the recruitment funnel.

2. Deliver Hiring Outcomes

• Own vacancies from approved requisition through to accepted offer and onboarding handover.
• Understand role requirements and translate them into practical sourcing and screening criteria.
• Screen beyond CV keywords to understand candidates' actual experience, capability and fit.
• Manage multiple vacancies simultaneously while maintaining momentum and follow-through.
• Identify and resolve bottlenecks before they delay hiring.
• Provide hiring managers with clear, evidence-based candidate recommendations.

Success looks like: Quality candidates progress through the recruitment process and vacancies are filled within agreed timelines. Success is measured by hiring outcomes, not simply recruitment activity.

3. Recruit Technology Talent Credibly

• Develop a strong understanding of Finexus' technology environment, products and how our teams build, implement and support software.
• Recruit confidently across disciplines including Software Engineering, Product, Delivery, Project Management, QA/Test Automation, Cloud & Infrastructure, Network and Cybersecurity.
• Understand how Engineering, Product, Delivery, QA and related technical functions work together across the software product lifecycle.
• Ask meaningful questions and distinguish genuine technical experience from job titles or keyword matches.
• Stay informed about technology talent markets, role expectations and evolving technical disciplines.

4. Manage Candidates and Stakeholders

• Partner with hiring managers to clarify requirements, challenge assumptions where necessary and agree on a practical hiring strategy.
• Bring structure to differing stakeholder requirements and working styles without unnecessarily creating different recruitment processes for every manager.
• Maintain strong candidate engagement from first contact through offer.
• Manage candidate expectations, competing opportunities, notice periods and other factors affecting conversion.
• Keep hiring managers and candidates informed and recruitment decisions moving.

5. Keep Recruitment Organised and Moving

• Maintain clear and up-to-date visibility of vacancies, candidates and next steps.
• Coordinate interviews, assessments, feedback, offers and onboarding handovers smoothly.
• Keep hiring managers and candidates aligned on actions, timelines and decisions.
• Use recruitment data and pipeline visibility to identify delays and keep hiring moving.
• Manage multiple vacancies with strong organisation, responsiveness and follow-through.

What We Are Looking For:

Requirements

• 4–6 years of hands-on Talent Acquisition / recruitment experience, preferably within an in-house environment.
• Proven track record recruiting within technology, fintech, SaaS or software product environments.
• Familiarity hiring across Engineering, Product, Delivery, QA and other technical disciplines.
• Demonstrated success managing recruitment end-to-end, from pipeline generation and screening through offer closure.
• Hands-on experience using a broad range of recruitment channels, including job platforms, inbound applications, direct sourcing, LinkedIn, databases, referrals and agencies.
• Proven ability to manage multiple vacancies and candidate pipelines concurrently.

Core Competencies

• Channel-smart sourcing — knows how to use both inbound and outbound recruitment channels effectively rather than relying too heavily on any single approach.
• Outcome-oriented — takes ownership of getting roles filled and follows through until there is a result.
• Technology-literate — understands the ecosystem in which software products are built, delivered and supported, rather than treating Technology hiring as generic IT recruitment.
• Strong judgement — able to assess candidates beyond titles, keywords and years of experience.
• Able to close — confident engaging candidates, managing expectations and converting strong candidates into hires.
• Strong stakeholder management — able to clarify requirements, influence hiring managers and keep decisions moving.
• Structured and adaptable — able to bring consistency to differing stakeholder needs without becoming overly process-heavy.
• Clear communicator — professional, responsive and effective with candidates and internal stakeholders.

Preferred

• Experience within fintech, financial services, technology, SaaS or software product organisations.
• Experience recruiting across a mix of technical, professional, operational and graduate/internship roles.
• Ability to communicate in Mandarin is an added advantage.