Recruitment Manager

At Microland Limited, we are looking for a Leadership Hiring Recruiter to drive senior hiring across the organization.

This role is for someone who understands how to navigate leadership hiring, brings a strong view of the market, and can engage senior talent and stakeholders with confidence.

Role Scope

• 
  You will work closely with business leaders to hire for critical roles across delivery, digital, and corporate functions. The expectation is to go beyond execution and bring a clear view of the market, identify the right talent pools, and help shape hiring decisions.
• You will spend time understanding how teams are structured, how roles evolve, and what good looks like in different parts of the organization. This context should reflect in how you assess candidates and guide stakeholders through decisions.
• A key part of this role is building access to high-quality talent through LinkedIn and your network, and engaging candidates who may not be actively looking. You should be able to reach the right people with relevance and context, not just volume.
• You will be expected to run searches with a high degree of ownership, keep processes moving, and stay closely aligned with stakeholders through the lifecycle. This includes managing expectations, giving honest feedback, and pushing for clarity when needed.
• You should be comfortable assessing leadership capability, understanding team dynamics, and driving conversations that move senior mandates forward. The role requires sound judgment, persistence, and the ability to balance multiple priorities without losing focus on quality.

What we are looking for

• 6 to 10 years of experience in Talent Acquisition with exposure to leadership hiring
• Strong sourcing capability using LinkedIn along with structured market mapping
• A credible network within IT services, GCC, or similar environments
• Good understanding of how technology organizations are structured and how roles evolve
• Ability to work with senior stakeholders and manage expectations through the hiring cycle
• Track record of closing roles that require both judgment and persistence