Top Talent Acquisition Jobs in Melbourne

Manage end-to-end talent acquisition for Toast’s go-to-market functions, primarily sales. Responsibilities include sourcing, pipeline development, market research, candidate engagement, hiring manager partnership, recruitment metrics analysis, and delivering positive candidate experiences. The role requires adapting strategies for high-volume and ambiguous hiring environments while collaborating with stakeholders to improve recruiting practices. This is a fully remote contract position.

Lead end-to-end engineering talent acquisition across APJ, translating business priorities into hiring strategies and personally delivering complex senior engineering searches. Build and manage an in-house recruiting team, oversee RPO and external partners, develop specialized technical talent pipelines, improve assessment and candidate experience, and use recruiting analytics to guide decisions. The role requires navigating confidential, security-sensitive hiring environments and partnering closely with engineering leaders across autonomy, robotics, simulation, machine learning, and infrastructure.

Source, screen, and engage passive Account Executive and other sales candidates across the APJ region. Build diverse talent pipelines and benches, map competitive talent markets, partner with recruiters and hiring managers, assess candidate alignment, deliver a strong candidate experience, and maintain accurate recruiting data. Improve sourcing workflows and outreach methods while managing multiple searches in GitLab’s fully remote, asynchronous environment.

Leads a team of Indigenous Career Sourcing Partners and contributes to First Nations talent acquisition initiatives. Responsibilities include developing sourcing strategies, building community relationships, improving culturally safe recruitment, supporting attraction and retention, influencing senior stakeholders, and delivering First Nations hiring outcomes. The role also focuses on coaching, capability development, performance management, and advancing employment commitments across CommBank.

Lead end-to-end recruitment across carsales and its subsidiaries, partnering with hiring managers to attract and hire talent across technology, product, data, marketing, sales, media, and corporate functions. Manage ATS processes, sourcing, talent events, reporting, market insights, candidate engagement, diversity initiatives, and hiring manager coaching. Contribute to People and Culture projects while improving candidate experience, quality of hire, employee engagement, and retention.

Partners with hiring managers and leaders to develop sourcing and attraction strategies, build proactive talent pipelines, manage end-to-end recruitment, and deliver strong candidate experiences. Provides recruitment analytics and recommendations, uses AI-enabled tools, coaches stakeholders, and contributes to talent acquisition projects including EVP, workforce planning, capability development, and innovative sourcing campaigns.

Leads the Talent Acquisition function, develops recruitment and workforce strategies, and manages a high-performing team. Partners with senior leaders on workforce planning, talent attraction, employer branding, recruitment performance, analytics, onboarding, compliance, and process improvement. The role drives operational excellence, technology-enabled innovation, candidate experience, diversity outcomes, and alignment between talent initiatives and organisational objectives.

Manage end-to-end recruitment across professional, technical, and operational roles in Australia and New Zealand. Partner with hiring leaders, provide talent advice, source candidates, influence hiring decisions, and deliver strong candidate experiences. The role requires stakeholder management, prioritizing competing demands, proactive talent attraction, continuous improvement, and collaboration within a national Talent Acquisition team.

Manage end-to-end recruitment, including sourcing strategy, candidate interviews, hiring-manager collaboration, C-level hiring, recruitment reporting, and process improvement. The role focuses on IT and marketing/sales recruitment across European and potentially U.S. markets, using ATS platforms, reporting systems, AI tools, and automation to improve hiring outcomes.

Manage full recruitment lifecycle for HQ and creative roles across production and content teams. Source, screen, negotiate offers, maintain ATS workflows, build talent pipelines, conduct salary benchmarking, ensure inclusive candidate experience, partner with hiring managers and People Operations for onboarding and reporting.

Own and lead the end-to-end Talent Acquisition function across Australia, New Zealand, and the Philippines. Develop TA strategy, improve recruitment processes and technology, lead a distributed team, build talent pipelines, strengthen employer branding, establish performance metrics, and partner with executives and hiring managers. Remain hands-on in recruiting senior, technical, specialist, sales, and difficult-to-fill positions while adopting AI and automation to improve hiring effectiveness.

Lead negotiation, lifecycle management, compliance, and risk mitigation for commercial contracts and fee-for-service agreements. Identify commercial funding opportunities, develop cost proposals and pricing strategies, build donor/partner relationships, and implement contract management systems and analytics to protect organisational interests and maximise programme delivery.

Lead strategic direction, implementation, financial oversight, and stakeholder engagement for large donor-funded humanitarian and development programmes. Ensure compliance, strengthen systems (finance, procurement, MEAL, HR), manage senior staff and partners, and represent the programme to donors and governments while promoting learning and adaptive management.

Lead end-to-end pursuit of institutional funding: donor landscape analysis, Go/No-Go decision-making, proposal development and budgeting, donor relationship building, cross-functional bid coordination, award negotiation, and post-award transition. Implement grant workflows, knowledge management, and AI-assisted tools to improve proposal quality and institutional memory.

Provide financial leadership across the grant lifecycle: prepare compliant cost proposals, manage post-award financial monitoring and reporting, ensure donor compliance, support audits, advise on financial feasibility, build partner capacity, and maintain grant financial systems and analytics.

Own full-cycle recruitment for assigned business groups: consult stakeholders, source and assess candidates, execute employer branding and workforce planning, manage vendor spend and reporting, maintain talent networks and candidate pipelines, and support post-hire processes to ensure a high-quality candidate experience.

Execute end-to-end recruitment strategies: source, assess and hire talent; manage job postings, employer branding, vendor spend, and stakeholder consulting. Build talent pipelines via networking and market intelligence, provide ad-hoc reporting using ATS/HRIS/MS tools, and ensure a strong candidate experience.

Run full-cycle recruitment across multiple functions and regions: take briefs, source (LinkedIn, job boards, referrals), screen, interview, manage ATS, build pipelines, close roles quickly, and improve hiring processes and employer brand.