Talent Acquisition Manager, Corporate at Hugo Technologies

THE ROLE

• As Talent Acquisition Manager, Corporate Hiring, you will own end-to-end recruitment for the corporate roles, ensuring hiring moves with pace, structure, and sound judgment.
• This is a hands-on role for a strong operator who can manage multiple priorities, build trust with hiring managers, and bring consistency to hiring execution in a fast-scaling environment. You will be responsible for keeping roles moving, improving visibility across pipelines, and ensuring stakeholders have confidence in the hiring process.
• While the role is primarily execution-focused, you will also be expected to strengthen hiring discipline through better tracking, clearer communication, and practical process improvements over time.

What You’ll Be Doing
Talent Acquisition Delivery & Execution

• Own full-cycle recruitment for corporate roles across multiple functions
• Manage active requisitions end-to-end, ensuring roles move efficiently through each stage
• Drive hiring execution with a focus on speed, quality, and consistency

Hiring Operations & Pipeline Management

• Maintain clear visibility across all active roles, including progress, risks, and next steps
• Keep pipelines moving proactively and resolve bottlenecks early
• Ensure structured tracking of candidates across all stages of the process

Stakeholder Management

• Partner closely with hiring managers to define role requirements and align on candidate profiles
• Provide clear guidance on hiring progress and decision points
• Support consistent and timely decision-making across teams

Sourcing & Talent Pipeline Development

• Build and maintain pipelines for recurring and hard-to-fill corporate roles
• Use direct sourcing, referrals, and external partners where needed
• Strengthen quality of inbound and outbound talent flows over time

Process, Reporting & Continuous Improvement

• Deliver clear weekly updates on pipeline status and hiring progress
• Improve hiring workflows, templates, and coordination between stakeholders
• Strengthen hiring discipline through better structure, follow-through, and visibility

Key Requirements

• 7+ years of experience in Talent Acquisition, including full-cycle recruitment across multiple concurrent roles in fast-paced or scaling environments
• Proven experience partnering with hiring managers and stakeholders to deliver consistent hiring outcomes
• Strong experience sourcing niche, hard-to-fill, or urgent roles
• Experience working with agencies or external recruiting partners is an advantage
• Strong ability to operate in fast-moving, ambiguous environments with high ownership and independence
• Strong communication skills and stakeholder management ability
• Highly organized with ability to manage multiple active roles and maintain pipeline discipline
• Strong judgment in candidate evaluation and hiring decisions
• Experience hiring across multiple geographies is an advantage
• Experience in startup, BPO, or similarly dynamic environments is an advantage

WHAT SUCCESS LOOKS LIKE: FIRST 90 DAYS

• Active roles are clearly tracked and progressing
• Weekly reporting gives meaningful visibility
• Hiring managers are better guided and more accountable
• Priority roles move faster with fewer avoidable delays
• Hiring execution becomes more structured and dependable