Hire a Talent Acquisition Specialist Who Builds Teams That Scale
Find strategic Talent Acquisition Specialists who transform your hiring from reactive scrambling to proactive pipeline building.
Save up to 65% on talent costs.
Why Should You Hire a Talent Acquisition Specialist with Penbrothers
Overview of the Role
Your Talent Acquisition Specialist transforms hiring chaos into systematic talent pipeline management. They think beyond filling seats to building competitive advantage through strategic workforce planning. Not just recruiters. Talent strategists.
Candidate Skillset
They master Boolean search strings, ATS optimization, and sourcing across multiple channels. Pipeline management, interview coordination, candidate experience design. But here’s what sets them apart: they understand business strategy, workforce planning, and competitive talent mapping.
- Advanced Boolean Search Techniques
- ATS Management and Optimization
- Strategic Workforce Planning
- Candidate Experience Design
- Pipeline Development and Management
How We Vet Talent Acquisition Specialist Candidates
We don’t just verify recruiting experience and credentials. Every Talent Acquisition Specialist candidate completes real recruitment scenarios that demonstrate their ability to source, screen, and hire quality candidates while managing multiple requisitions efficiently.
Every candidate typically goes through validated skills assessments powered by TestGorilla:
- Talent Acquisition: Evaluates full-cycle recruiting, candidate sourcing, and interview coordination capabilities;
- Recruitment: Tests screening techniques, candidate assessment, and hiring process optimization skills;
- Communication: Assesses candidate interaction, hiring manager collaboration, and professional correspondence abilities;
- Time Management: Measures ability to manage multiple recruitment pipelines and meet hiring deadlines effectively.
We seamlessly integrate your custom tests, recruiting simulations, or ATS-specific evaluations into our vetting process. Whether using our standard assessments or your specialized requirements, only candidates who demonstrate genuine expertise make it through our evaluation.
Ways They'll Collaborate with and Make an Impact on Your Team
Your Talent Acquisition Specialist becomes the strategic bridge between leadership vision and execution reality. They partner with department heads on workforce planning, collaborate with marketing on employer branding, and work with finance on hiring budgets and ROI.
Calculate your savings
See how much you save by hiring an Accountant from the Philippines versus traditional hiring methods.
Hire an Experienced Talent Acquisition Specialist in the Philippines
Whether you're establishing talent acquisition or expanding your recruitment team, we offer three levels of expertise:
Junior Talent Acquisition Specialist
- Manages candidate sourcing pipelines
- Coordinates interview scheduling
- Maintains ATS and candidate records
- Supports senior team hiring needs
- Conducts initial candidate screening
| Years of Experience | 3 + |
| Talent Location: | Philippines |
| Monthly Salary: | $1,537 |
Mid-Level Talent Acquisition Specialist
- Develops role-specific sourcing strategies
- Manages full-cycle recruitment process
- Partners with hiring managers directly
- Builds and maintains talent pipelines
- Optimizes candidate experience journey
| Years of Experience | 5 + |
| Talent Location: | Philippines |
| Monthly Salary: | $1,858 |
Senior Talent Acquisition Specialist
- Leads strategic workforce planning
- Mentors junior recruitment team
- Owns employer branding initiatives
- Manages complex executive searches
- Drives recruitment process innovation
| Years of Experience | 9 + |
| Talent Location: | Philippines |
| Monthly Salary: | $2,287 |
Start Hiring Talent Acquisition Specialist
with Penbrothers Today
For standard roles, we deliver pre-vetted candidates within 3-5 days. Interview only qualified professionals, hire faster, and build your financial foundation with confidence.
Jane Hamilton
Chief Administrative Officer, Servantex
See How Our Human Resource Talents Scaled Servantex’s Workforce Fast.
Jane Hamilton
Chief Administrative Officer, Servantex
05
Human Resource Roles Hired
30 days
Time to hire
$1,000
Average Salary
Grow seamlessly.
Offshore staffing made easy.
Here’s our four-step process in building your remote team.
Step 1. Discovery Call
We assess your hiring needs, budget, and fit.
Step 2. Solution Presentation
We source, vet, and hire top Filipino talents for you within 30 days.
Step 3. Find & Vet
Your team gets a structured 90-day onboarding for fast ramp-up.
Step 4. Hypercare Onboarding
Scale confidently through ongoing support in HR, payroll, and compliance.
Frequently asked questions
How long does the vetting process take?
Our complete scouting and vetting process takes up to 30 days. This includes sourcing, rigorous screening, skills assessments, and client interviews to ensure the best candidate fit for your team.
What is the Penbrothers Hypercare Framework?
Hypercare is our 90-day post-hire support program. It ensures seamless onboarding, proactive check-ins, performance tracking, and structured feedback loops to set up your offshore team for long-term success.
What kinds of roles do you specialize in?
We specialize in building offshore teams across tech, product, design, marketing, finance, and customer support. Our approach is tailored to each client’s operational needs and growth stage.
Do I need to set up a local entity in the Philippines?
No need. Penbrothers serves as your local employment and compliance partner, so you can legally and efficiently hire full-time offshore staff without setting up a legal entity.
What timezone will my offshore team work in?
Our offshore teams can work in your timezone, Philippine business hours, or a hybrid setup depending on the role and your operational requirements.
Start Building Your Talent Acquisition Team Today
Strategic talent acquisition leadership is within reach. With Penbrothers, you get results-driven Filipino Talent Acquisition Specialists built for scale and long-term impact.
