Senior Recruiter - Supervising Associate at EY · Taguig

At EY, you’ll have the chance to build a career as unique as you are, with the global scale, support, inclusive culture and technology to become the best version of you. And we’re counting on your unique voice and perspective to help EY become even better, too. Join us and build an exceptional experience for yourself, and a better working world for all.

Senior Recruiter - Supervising Associate Role Purpose and Accountabilities The Lead Recruiter is responsible for hiring complex, niche, more senior, sensitive, or strategically significant roles, as well as oversight of recruitment delivery across their assigned business area. The role acts as a trusted advisor to senior stakeholders, combining recruitment expertise, market intelligence, business context, and data-driven insight to provide evidence-based recommendations on talent availability, recruitment strategy, market feasibility, and delivery priorities. Key Responsibilities Complex, Senior and Strategic Hiring • Lead recruitment for complex, niche, senior, sensitive, or strategically significant roles. • Lead intake discussions for these roles and shape the appropriate recruitment approach. • Advise on market feasibility, sourcing strategy, assessment design, and realistic delivery expectations. • Lead senior, critical, or sensitive candidate engagement. • Advise hiring managers on assessment and selection decisions. • Use market intelligence, funnel performance data, and candidate insights to identify recruitment risks, recommend interventions, and improve hiring outcomes. Stakeholder Advisory • Act as the trusted advisor for the assigned business area or portfolio. • Build credible relationships with hiring managers and senior stakeholders. • Understand business priorities, workforce requirements, and critical hiring needs. • Provide evidence-based advice on market conditions, evolving current and future skills requirements, talent availability, recruitment feasibility, and hiring approach. • Challenge requirements, expectations, or timescales where this will improve outcomes or manage risk. • Agree priorities and material trade-offs with stakeholders and maintain strategic visibility across the assigned recruitment area. • Engage specialist teams as advisers where their expertise strengthens recruitment strategy, attraction planning, market analysis, or stakeholder recommendations. Workforce Planning and Recruitment Insight • Work with the Recruitment Manager and relevant stakeholders to understand current and anticipated hiring demand. • Translate agreed workforce demand into an effective recruitment response. • Interpret vacancies, pipeline, sourcing, and market information to identify risks, issues, trends, opportunities, and recommended actions. • Consolidate operational insight with workforce, pipeline, and market information to produce meaningful business area insight and evidence-based recommendations. • Use recruitment insights to recommend priorities and interventions. • Advise stakeholders on the sequencing, feasibility, and likely implications of recruitment requirements. • Ensure recruitment activity remains aligned as demand and business priorities change. Area Oversight • Maintain appropriate oversight of business area aligned Recruiter(s), active roles, pipeline health, delivery risks, and significant decisions. • Provide coaching, guidance, and feedback to business area aligned Recruiter(s) on sourcing, candidate management, assessment, stakeholder communication, and use of market insights and data-informed decision-making. • Maintain appropriate oversight of quality, recruitment insight, and risk management across business area aligned Recruiter(s), intervening where additional support or direction is required. • Support consistent recruitment standards across the business area and escalate material portfolio, capability, capacity, or governance risks and issues. Quality, Inclusion and Continuous Improvement • Promote fair, inclusive, and evidence-based recruitment decisions. • Adhere to and oversee the appropriate application of recruitment policies, assessment standards, and process controls. • Ensure significant decisions, interventions, and exceptions are appropriately documented. • Challenge unnecessarily restrictive or unsupported recruitment requests. • Identify opportunities to improve recruitment quality, efficiency, candidate experience, and stakeholder service through process improvement, technology adoption, and insight-led interventions. • Lead or make significant contributions to talent acquisition projects and the adoption of new processes, technology, and ways of working. Key Stakeholders and Partnerships The role will work closely with: • Hiring Managers • Senior Business Stakeholders • Recruitment Manager • Recruiters • Resourcing and Operations Stakeholders • Scheduling, Systems and Support Teams • Talent Intelligence • Candidate Engagement • Talent Shared Services • Employer Brand • Candidates and Talent Communities Skills and Capabilities • Strong stakeholder management, advisory, and influencing capabilities. • Significant experience in complex, senior, or specialist hiring. • Ability to translate recruitment insight and market intelligence into clear stakeholder recommendations. • Strong sourcing, assessment, and candidate management expertise. • Ability to challenge constructively and manage material hiring trade-offs. • Coaching, feedback, and mentoring capabilities. • Strong commercial judgment, risk awareness, and problem-solving abilities. • Ability to work effectively across distributed or global teams. • Strong commitment to fair, inclusive, and evidence-based recruitment. • Capability to utilise AI and recruitment technologies to improve efficiency, generate insight, and support better recruitment outcomes. Experience • Significant experience delivering end-to-end recruitment. • Experience managing complex, specialist, senior, or strategically important hiring. • Experience advising and influencing hiring managers and senior stakeholders. • Experience using recruitment insight, market intelligence, and talent data to influence hiring approaches and stakeholder decisions. • Experience coaching, mentoring, or providing guidance to recruiters. • Experience working collaboratively across teams, locations, or geographies. • Experience in resolving complex candidate, stakeholder, or delivery issues. • Experience contributing to or leading recruitment improvement initiatives. Measures of Success • Strategic Alignment: Recruitment strategies are aligned with workforce and business priorities. • Recruitment Delivery: Effective delivery against agreed recruitment requirements and timescales for assigned business areas. • Stakeholder Advisory: Credible advice that supports timely and informed stakeholder decisions. • Business Area Insight: Meaningful recruitment insight that supports, informs, and influences stakeholder decisions and positions Talent Acquisition as a trusted advisor to the business. • Risk Management: Early identification and management of significant recruitment risks and issues. • Stakeholder Satisfaction: Positive stakeholder feedback on the quality of recruitment advice, insight, and constructive challenge provided. • Technology and AI Adoption: Effective adoption of technology and AI-enabled solutions that improve recruitment outcomes. • Recruiter Development: Improved capability of aligned recruiters through coaching and guidance. • Candidate Experience: Highly positive candidate experiences throughout the recruitment journey. • Quality and Governance: Consistent recruitment quality, governance, and inclusive practices. • Continuous Improvement: Effective improvements resulting from talent acquisition projects and interventions. • Pipeline Health: Healthy and actively managed candidate pipelines for assigned business areas.

EY | Building a better working world

EY exists to build a better working world, helping to create long-term value for clients, people and society and build trust in the capital markets.

Enabled by data and technology, diverse EY teams in over 150 countries provide trust through assurance and help clients grow, transform and operate.

Working across assurance, consulting, law, strategy, tax and transactions, EY teams ask better questions to find new answers for the complex issues facing our world today.