About Omnicom Media
Omnicom Media, an Omnicom (NYSE: OMC) Connected Capability, is the world's largest global media management network. Powered by the Omni Intelligence Platform, Omnicom Media agencies leverage $73.5 billion in billings, 40,000+ specialists across 70+ markets, and a powerful portfolio of Identity, Commerce, and Intelligence assets to design Growth Ecosystems that help ambitious businesses grow faster and smarter.
The Omnicom Media portfolio includes leading global media agency brands OMD, Initiative, PHD, UM, Hearts & Science, and Mediahub, as well as Data, Identity & Analytics powerhouses Acxiom and Annalect, and a broad spectrum of specialised services.
Position
Talent Acquisition Manager
Reporting To
Head of People Operations & Talent
Office Location
Singapore
Role Overview
We are looking for a Talent Acquisition Manager to drive hiring excellence across Omnicom Media's agencies and specialist practices in Singapore.
This role manages end-to-end recruitment across all levels of hiring, including early careers, specialist, managerial, leadership, and senior appointments. You will act as a trusted TA partner to senior leaders and hiring managers, providing advisory on role fit, hiring feasibility, talent availability, compensation expectations, and candidate alignment against business commercials and scope of work.
This is a hands-on recruitment role with strong business partnering expectations. The successful candidate must be comfortable working in a fast-paced agency environment where hiring needs move quickly, priorities shift, and talent quality matters.
We are looking for someone who is not only able to fill roles, but also able to understand business priorities, challenge assumptions, assess hiring needs commercially, and contribute to a more proactive, structured, and insight-led talent acquisition function.
This role will suit a recruiter who can balance recruitment delivery with senior stakeholder partnership, recruitment governance, employer branding, market intelligence, and continuous improvement.
Key Responsibilities
Talent Acquisition Delivery
- Manage end-to-end recruitment across early careers, specialist, managerial, leadership, and senior appointments.
- Lead the full recruitment lifecycle, including role briefing, sourcing, screening, interview management, stakeholder alignment, offer negotiation, and onboarding handover.
- Partner hiring managers and business leaders to understand business priorities, role requirements, team structures, talent gaps, hiring urgency, and expected outcomes.
- Build candidate pipelines across media, digital, performance marketing, client servicing, strategy, data, analytics, investment, technology, commercial, and corporate functions.
- Proactively source passive candidates through LinkedIn, referrals, networks, agencies, talent pools, and industry mapping.
- Position roles clearly to candidates, including the agency, client portfolio, team culture, growth opportunities, leadership expectations, and career proposition.
- Manage active and passive candidates professionally, ensuring timely communication and appropriate follow-through.
TA Business Partnership
- Act as a trusted TA partner to hiring managers, business leaders, and senior stakeholders, providing guidance on role scoping, candidate profiles, market availability, salary expectations, interview feedback, and hiring timelines.
- Advise on role fit against client scope, business commercials, team structure, workload, seniority expectations, and budget considerations.
- Partner senior leaders to calibrate hiring needs, ensuring role level, candidate profile, compensation range, and expected deliverables are aligned.
- Challenge unclear, misaligned, or unrealistic hiring requirements constructively, using market data, talent insights, and understanding of the business context.
- Support hiring managers in making fair, consistent, commercially sound, and well-calibrated hiring decisions.
- Guide stakeholders on candidate calibration, interview approach, selection considerations, and offer positioning.
- Drive accountability across the hiring process, ensuring timely feedback, interview discipline, and clear next steps.
Recruitment Process and Governance
- Maintain recruitment discipline across open roles, ensuring accurate tracking, timely updates, and clear visibility of hiring progress.
- Manage recruitment reporting, including open roles, hiring progress, ageing roles, time-to-fill, source effectiveness, offer acceptance, and hiring risks.
- Ensure hiring practices are aligned with internal policies, approval processes, employment regulations, and fair hiring principles.
- Work closely with People Operations to ensure a smooth handover from offer acceptance to onboarding.
- Identify process gaps and recommend practical improvements to strengthen recruitment efficiency, governance, and candidate experience.
Candidate Experience, Employer Brand and Market Intelligence
- Deliver a professional and positive candidate experience throughout the recruitment process.
- Represent Omnicom Media's employer brand authentically and consistently across candidate conversations.
- Support employer branding initiatives, including job advertisements, LinkedIn content, career events, internship hiring, graduate hiring, and recruitment campaigns.
- Provide regular insights on talent availability, competitor hiring trends, candidate expectations, salary benchmarks, and market movement.
- Build and maintain talent pools for recurring or hard-to-fill roles.
- Identify hiring risks early and recommend alternative sourcing strategies where needed.
- Support workforce planning discussions by sharing practical insights from the talent market.
- Contribute to recruitment process improvements, including interview guides, assessment frameworks, candidate tracking, hiring dashboards, and recruitment templates.
- Help strengthen internal mobility by partnering People Business Partners and business leaders to identify suitable internal talent.
- Support campus, internship, early-career, regional, or local talent initiatives where required.
Requirements
- At least 5 to 7 years of talent acquisition experience, preferably within media, advertising, digital, technology, consulting, professional services, or another fast-paced environment.
- Proven experience managing end-to-end recruitment across multiple functions and levels of seniority, with the ability to flex between volume hiring, specialist roles, and senior appointments.
- Strong ability to partner hiring managers, business leaders, and senior stakeholders to understand hiring needs, calibrate role requirements, and guide effective hiring decisions.
- Experience building direct sourcing strategies and candidate pipelines across competitive talent markets.
- Experience hiring for media, digital, performance, data, analytics, strategy, commercial, technology, or client-facing roles will be highly advantageous.
- Agency-side recruitment experience, or experience recruiting for agency environments, is preferred.
- Strong sourcing capability, especially through LinkedIn, referrals, networking, direct candidate engagement, and talent mapping.
- Good understanding of recruitment funnels, hiring metrics, candidate pipelines, and market mapping.
- Strong stakeholder management skills, with the confidence to partner senior leaders, influence decision-making, and push back professionally when required.
- Commercial awareness, with the ability to understand role fit against client scope, business needs, team structure, workload, and budget considerations.
- Excellent candidate engagement and communication skills, with the ability to represent the business confidently across different levels of seniority.
- Comfortable managing multiple open roles in a fast-moving environment.
- Able to balance speed, quality, process discipline, candidate experience, and business priorities.
- Strong judgement in assessing candidate fit, motivation, communication style, capability, potential, and alignment to role expectations.
- Organised, resilient, and comfortable working with ambiguity.
- High level of professionalism, confidentiality, and integrity.
What Success Looks Like
Success in this role means building strong trust with hiring managers, improving hiring pace and quality, and creating a more structured and proactive recruitment function.
The Talent Acquisition Manager will be expected to:
- Improve visibility and discipline across open roles.
- Reduce dependency on external recruiters where direct sourcing is possible.
- Build stronger candidate pipelines for recurring and hard-to-fill roles.
- Improve both candidate experience and hiring manager experience.
- Provide meaningful market insights to support better hiring decisions.
- Contribute to a more proactive, data-informed, commercially aware, and business-aligned talent acquisition function.
Ideal Profile
- You are a recruiter who is not just transactional, but consultative.
- You understand that good hiring is not just about matching CVs to job descriptions. It is about understanding the business, challenging assumptions, managing expectations, and helping leaders make better talent decisions.
- You are confident partnering senior leaders and can advise on whether a role, candidate profile, level, compensation expectation, and scope of work are properly aligned.
- You enjoy speaking to candidates, but you are equally comfortable managing stakeholders, improving process, and bringing structure to fast-moving hiring needs.
- Most importantly, you care about quality, pace, commercial alignment, and experience, and you know how to balance all four.
