AVP- Technology Recruitment

About MUFG

Role overview

Recruitment planning and delivery

• Clarify approved manpower requirements, role specifications, priorities, and timelines with Technology hiring managers and HR Business Partners.
• Manage recruitment from requirement intake and sourcing through screening, interviews, selection, offers, and joining follow-up.
• Develop sourcing plans for regular, niche, critical, and leadership Technology roles and deliver within agreed service levels and approved processes.
• Track vacancies, ageing, pipelines, interview progress, feedback, offer status, and joining risks; maintain backup pipelines for priority roles.
• Escalate delays, market constraints, and decision bottlenecks in a timely manner.

Sourcing and candidate management

• Use direct sourcing, referrals, internal mobility, recruitment platforms, market mapping, and approved recruitment agencies.
• Build pipelines for recurring and anticipated Technology skill needs; screen candidates against approved job descriptions and relevant criteria.
• Send shortlisted profiles with screening observations and candidate information to hiring managers.
• Communicate professionally and promptly with candidates while protecting confidentiality and personal information.

Stakeholder and interview management

• Maintain relationships with Technology leaders, hiring managers, HR Business Partners, and internal support teams.
• Provide recruitment updates on pipeline strength, progress, ageing, risks, decisions, and proposed actions, along with relevant market information.
• Coordinate governance reviews and manage recruitment concerns and escalations.
• Set interview panels and assessment criteria, schedule interviews, follow up on feedback and decisions, and encourage structured assessment.
• Monitor interview-to-selection conversion and identify recurring reasons for rejection, withdrawal, or delay.

Source description completeness

Requirements

• Experience managing and delivering end-to-end recruitment for Technology functions.
• Ability to partner with business leaders, hiring managers, HR Business Partners, and other stakeholders on workforce requirements and hiring priorities.
• Ability to develop sourcing strategies for regular, niche, critical, and leadership Technology roles.
• Ability to lead a Technology Recruitment team and monitor hiring performance.
• Ability to manage recruitment partners and provide talent-market intelligence.
• Ability to follow approved recruitment processes, service standards, and governance requirements.