A Great Opportunity for ...
Talent Acquisition Executive
Job Description
Company: Elevate Education
Department: People Operations
Location: Yangon, Myanmar
Employment Type: Full-Time
Reports To: People Operations Executive
Works Closely With: Department Leaders, Management & Marketing Team
Salary: MMK 700,000–900,000 per month
Vacancy: 1 Position
Working Hours: Monday–Friday, 8:30 AM–5:00 PM
About the Role
Elevate Education is looking for an experienced, proactive and results-driven Talent Acquisition Executive to take ownership of recruitment across the company.
This is not a recruitment administration position. The successful candidate will be responsible for finding, attracting, assessing and securing strong candidates across Yangon, Mandalay and future company locations.
We need an active recruiter who can source and approach candidates directly, build talent pipelines, manage multiple vacancies and continuously improve recruitment results.
Speed matters, but hiring quality comes first. The objective is not simply to fill vacancies—it is to hire the right people.
Key Responsibilities
1. End-to-End Recruitment
Own recruitment from approved vacancy through accepted offer and confirmed joining.
Understand hiring requirements with People Operations and department leaders.
Prepare/improve JDs and recruitment advertisements.
Select appropriate recruitment channels.
Source, screen and shortlist candidates.
Conduct initial HR interviews.
Coordinate technical interviews, assessments and practical tests.
Collect and document interviewer feedback.
Conduct reference/employment checks where required.
Coordinate offers and candidate negotiations within approved parameters.
Follow up through offer acceptance and confirmed joining.
Hand successful hires over to People Operations for onboarding.
The TA Executive is accountable for moving vacancies toward successful hires—not simply completing recruitment activities.
2. Active Sourcing & Headhunting
Active sourcing is a core requirement. The TA Executive must not depend only on applications from vacancy advertisements.
Sourcing may include:
Direct candidate search and outreach
LinkedIn and professional networks
Recruitment platforms and communities
Employee referrals
Universities and career centers
Recruitment agencies/headhunters where appropriate
Other relevant sourcing channels
When one channel fails to produce qualified candidates, the Executive must change the approach and find alternatives.
“Not enough suitable people applied” is not a sufficient recruitment strategy.
3. Screening & Candidate Assessment
Conduct structured initial screening covering:
Relevant experience and career history
Motivation and career direction
Salary expectations and availability
Reasons for leaving previous positions
Working style and potential cultural alignment
Concerns, inconsistencies and overall suitability
The TA Executive should filter out clearly unsuitable candidates before they consume department leaders’ or Management’s time. Department leaders remain responsible for technical/functional assessment.
4. Hiring Quality & Recruitment Targets
Manage approved vacancies against agreed priorities and timelines.
Maintain sufficient qualified candidate pipelines.
Identify difficult-to-fill positions early.
Protect hiring standards even when vacancies are urgent.
Recommend continuing the search when available candidates do not meet the required standard.
Weak candidates should never be recommended simply to close a vacancy or achieve a time-to-fill target.
5. Candidate Experience & Offer Management
Maintain professional candidate communication throughout recruitment.
Schedule interviews efficiently and keep candidates appropriately updated.
Follow up quickly with strong candidates.
Understand candidate motivations and expectations.
Discuss salary expectations early.
Present the company, role, benefits and career opportunities professionally.
Track rejected offers and candidate withdrawals.
Prevent strong candidates from being lost because of poor follow-up.
The TA Executive cannot independently change approved compensation, benefits or employment terms.
6. Talent Pipeline & Workforce Planning
Build pipelines before vacancies become urgent.
Maintain databases of strong previous and potential candidates.
Develop talent pools for recurring and critical positions.
Review expected 6–12 month hiring requirements with People Operations.
Identify difficult talent markets and research salary/candidate availability.
Recommend recruitment timing and sourcing strategies.
People Operations owns the workforce plan; Talent Acquisition converts that plan into a forward-looking recruitment pipeline.
7. Recruitment Marketing & Talent Networks
Improve recruitment advertisements and vacancy positioning.
Work with Marketing on recruitment campaigns and employer-branding content.
Support employee-referral initiatives.
Build relationships with universities, career centers and professional communities.
Develop relationships with agencies and independent recruiters.
Recommend specialist recruiters/headhunters for difficult roles when appropriate.
8. Recruitment Tracking & Reporting
Maintain a professional recruitment tracker or ATS-style pipeline showing:
Position → Source → Stage → Status → Interview Result → Next Action → Timeline
Prepare weekly recruitment reporting covering:
Open vacancies and hiring targets
Qualified candidate pipelines
Interviews and assessments
Offers and successful hires
Expected joining dates
Time-to-fill
Difficult vacancies and bottlenecks
Channel performance
Priorities for the following week
Management should be able to quickly understand where every important vacancy and serious candidate stands.
9. Recruitment Analytics
Track recruitment performance across:
Source → Applicants → Qualified Candidates → Interviews → Offers → Hires → Probation Success
Identify channels producing stronger candidates.
Track recruitment costs where applicable.
Monitor offer acceptance and candidate drop-off.
Use recruitment data to continuously improve hiring.
10. Process Improvement & Technology
Improve screening, interview and recruitment workflows.
Maintain recruitment SOPs.
Improve candidate databases and tracking systems.
Use technology and AI appropriately for sourcing, research, screening support and administration.
Automate repetitive work where practical.
Improve time-to-hire without lowering standards.
Technology should enable the TA Executive to spend more time finding and assessing strong candidates, not simply processing administration.
11. Branch Recruitment
Support recruitment across Yangon, Mandalay and future company locations.
Build local candidate pipelines for branch vacancies.
Work with branch leaders on hiring requirements.
Key Performance Expectations
Performance will be evaluated through:
Successful Hires & Vacancy Fulfillment – 30%: Achievement against approved hiring plans and priority vacancies.
Quality of Hire – 25%: Probation success, early retention, hiring-manager feedback and quality of shortlisted candidates.
Time-to-Fill – 15%: Progress against agreed hiring timelines without compromising quality.
Qualified Pipeline & Active Sourcing – 10%: Strength of pipelines and proactive generation of qualified candidates.
Offer Acceptance – 10%: Ability to engage and successfully close suitable candidates.
Recruitment Operations & Candidate Experience – 10%: Tracker accuracy, reporting, communication, coordination and process discipline.
Total: 100%
Activities such as CVs sourced or interviews arranged may be monitored, but activity alone is not recruitment success.
Additional Responsibilities
Participate in People Operations and workforce-planning meetings where appropriate.
Support company recruitment initiatives and activities.
Maintain professional recruitment documentation.
Stay informed about recruitment trends and candidate-market conditions.
Support reasonable company activities when required.
Perform other reasonable duties assigned by the People Operations Executive or Management.