Head of Talent Acquisition

Maximize Your Impact at Teleperformance

Welcome to Teleperformance, a global hub of innovation and empowerment, where we redefine the future. With a remarkable €10 billion in annual revenue and a global team of 500,000 employees serving 170 countries in over 300 languages, we lead in intelligent, digital-first solutions.

As a globally certified Great Place to Work in 72 countries, our culture thrives on diversity, equity, and inclusion. Strengthen your leadership position, tap into our omnichannel solutions, and contribute to a brighter, digitally driven tomorrow. Your talent is the missing piece that completes our vision.

The Opportunity

A Recruitment Director in a Business Process Outsourcing (BPO) company is responsible for overseeing the recruitment and staffing process to meet the organization’s talent needs. This role typically includes managing a recruitment team, developing hiring strategies, and ensuring a smooth hiring process.

The Responsibilities

• Recruitment Strategy Development: Create and implement effective recruitment strategies aligned with the company’s goals and growth plans. Design hiring processes to attract, assess, and onboard talent effectively.
• Team Leadership and Management: Lead, mentor, and supervise a team of recruiters and coordinators. Establish team goals, provide feedback, and evaluate performance.
• Talent Acquisition: Identify and attract candidates with specific skills relevant to BPO services (e.g., customer service, sales, technical support). Develop sourcing channels such as job boards, recruitment events, and employee referrals.
• Employer Branding: Build the company's brand as an employer of choice in the BPO industry. Collaborate with the marketing team to create recruitment marketing materials and campaigns.
• Stakeholder Collaboration: Work closely with department heads and executives to understand staffing needs and align recruitment activities with business objectives. Partner with HR for seamless onboarding and retention strategies.
• Data-Driven Recruitment: Use analytics to track recruitment metrics (time-to-fill, cost-per-hire, etc.) and optimize processes. Prepare reports and provide insights to the leadership team on recruitment performance.
• Compliance and Policy: Ensure that recruitment practices comply with local laws, diversity and inclusion initiatives, and company policies. Regularly update recruitment policies and procedures as per industry standards.
• Vendor Management: Manage relationships with external recruitment agencies and vendors. Negotiate contracts and ensure quality and efficiency in services provided by third-party vendors.
• High-Volume and Specialized Hiring: Develop targeted hiring strategies for both high-volume roles (e.g., customer service representatives, sales agents) and specialized positions (e.g., quality assurance analysts, team leaders). Use workforce planning to anticipate future hiring needs based on project demands and seasonal volume changes.
• Workforce Planning and Forecasting: Collaborate with WFM to forecast staffing needs based on client contracts, anticipated growth, and seasonal trends. Create flexible recruitment strategies to accommodate fluctuating demand while maintaining a steady talent pipeline.
• Candidate Experience Optimization: Focus on delivering a seamless and positive experience for candidates from application to onboarding. Ensure communication is timely, and that candidates have a clear understanding of the recruitment process and the BPO’s culture.
• Onboarding Strategy: Design and improve the onboarding process to ensure new hires are quickly integrated into their roles and understand the company’s operations. Work closely with HR and training departments to build onboarding programs tailored to various roles within the BPO.
• Process Improvement and Efficiency: Regularly review recruitment processes and remove bottlenecks to reduce time-to-hire and improve the quality of hire. Implement automation tools, such as AI for resume screening, to streamline recruitment tasks and allow recruiters to focus on high-value activities.
• Budgeting and Financial Management: Manage and monitor the recruitment budget, ensuring efficient allocation of resources for advertising, job boards, recruitment events, and vendor services. Make data-driven decisions to justify spending on recruitment tools, technologies, and strategies that optimize cost per hire and time to hire.
• Talent Pipeline Management: Build a talent pool of potential candidates by maintaining relationships with universities, colleges, job boards, and community organizations. Organize recruitment events, job fairs, and campus outreach programs to continuously fill the talent pipeline with qualified candidates.
• Client-Specific Staffing Solutions: Work closely with client account managers to understand unique staffing needs for different client accounts. Customize recruitment strategies based on specific client requirements, such as language proficiency, technical skills, or industry expertise.
  
  

The Qualifications

• Bachelor’s degree in human resources, Business Administration, or a related field; advanced degrees are a plus.
• 8+ years in recruitment, with at least 3-5 years in a leadership role, preferably within a BPO or high-volume hiring environment.
• Proficiency in applicant tracking systems (ATS), HR software, and data analytics tools.
• Strong interpersonal and communication skills to liaise with stakeholders and manage teams effectively.
• Ability to use metrics and KPIs to improve recruitment outcomes.
• Strong ability to resolve recruitment-related challenges in a fast-paced environment.
• This role is crucial in maintaining a pipeline of skilled talent for the BPO, ensuring the organization can meet client demands and scale as needed.
• The ability to quickly adapt recruitment strategies to meet changing client demands and market conditions is essential in the dynamic BPO industry.
• Strong networking skills to build relationships with potential candidates, recruitment agencies, and internal stakeholders.
• Capable of managing high-pressure situations, especially during peak hiring seasons or urgent client demands.
• Ability to handle multiple recruitment campaigns, prioritize tasks, and ensure that project timelines are met.
  
  

Pre-Employment Screenings

In accordance with Teleperformance policy, employment in this position will be contingent on your successful completion and passage of a comprehensive background check, including global sanctions and watch list screening.

Important | Policy on Unsolicited Third-Party Candidate Submissions

TP does not accept candidate submissions from unsolicited third parties, such as recruiters or head-hunters. Such applications will not be considered, and no contractual association shall be established through such submissions.

Is There a Fine Print?

No fine print, though we will grab this space to remind you that Teleperformance is home to a global family with people from various backgrounds and lifestyles. We will always embrace diversity and never discriminate against employees or applicants based on gender identity or expression, sexual orientation, race, religion, age, national origin, citizenship, disability, pregnancy status, veteran status, or other differences.