About Job

The TA Lead – Merchant owns the end-to-end sourcing and hiring engine for BukuWarung's field organisation: the Merchant Sales Executives (MSEs) and Retail Sales Executives (RSEs) who sell and deploy QRIS and EDC devices across Indonesia.

You run a team of 9; three MS Recruiters, three RS Recruiters, and three shared TA Sourcers. Your job is to keep the field fully staffed, on SLA, and at bar. Volume is high, geography is complex, and attrition means the pipeline never stops. You are not just managing requisitions — you are running a hiring operation at scale and continuously raising the quality of the people entering the field.

Responsibilities

• Hiring Operations & Delivery

  • Lead end-to-end recruitment for MSE and RSE roles across multiple regions.

  • Ensure all hiring needs are filled with quality talent within agreed timelines.

  • Manage sourcing resources and recruiter performance to maintain a healthy hiring pipeline.

  • Drive improvements in hiring speed, efficiency, and candidate conversion.

  Quality & Hiring Excellence

  • Define and maintain hiring standards, assessments, and interview processes.

  • Partner with HRBP and business leaders to align on talent requirements and hiring quality.

  • Monitor hiring outcomes and continuously improve selection effectiveness.

  • Ensure consistent hiring practices across teams, regions, and recruitment partners.

  Vendor Management

  • Manage recruitment vendors and sourcing partners to deliver quality candidate pipelines.

  • Track vendor performance, hiring outcomes, and cost efficiency.

  • Lead vendor reviews, improvement initiatives, and onboarding of new partners as needed.

  Stakeholder Management

  • Partner closely with HRBP, field leaders, and Finance to support workforce planning and hiring priorities.

  • Provide regular updates on hiring progress, pipeline health, and workforce risks.

  • Proactively identify and address talent gaps before they impact business operations.

  Recruitment Analytics

  • Own recruitment reporting and hiring performance metrics.

  • Monitor key indicators such as time-to-fill, offer acceptance, recruiter productivity, and vendor effectiveness.

  • Use data-driven insights to identify bottlenecks an

Requirements

• Experience: 5+ years in talent acquisition, including 2+ years leading a recruiting team in a high-volume environment (field sales, retail, logistics, FMCG, gig, or similar).

• High-volume field hiring: You have run — not just supported — a sourcing and hiring engine for a large, distributed workforce. You know what it takes to keep a pipeline full and moving.

• Team leadership: You have managed recruiters and sourcers, set productivity expectations, coached performance, and built team operating rhythm.

• Vendor management: You have managed third-party sourcing or recruitment vendors, held them to performance metrics, and replaced those who did not deliver.

• Analytics mindset: Comfortable with funnel data, conversion rates, and cohort analysis. You make resourcing decisions from evidence, not instinct.

• ATS fluency: You run your hiring operations through an ATS (Manatal, Greenhouse, Lever, or similar). Pipeline hygiene and data accuracy are non-negotiable for you.

• Indonesian market knowledge: You understand the supply and demand dynamics of field sales recruitment across Indonesian regions - what channels work, where candidates come from, where they drop off.

• Builder mindset: You have built processes, scorecards, and playbooks from scratch. You do not wait for infrastructure - you build it.