Global Recruitment Manager (Job Code:6135)

Company Overview:
Our company is a leading global audio solutions provider founded in Europe nearly four decades ago. We own and manage a portfolio of renowned brands, with our products sold in over 130 countries worldwide. With a team of approximately 3,000 employees, we operate manufacturing facilities in the Pearl River Delta region and R&D centers across more than 10 locations in Europe, the United States, and Asia. As a dynamic and innovative organization, we are currently undergoing a transformative journey toward Industry 4.0/4.5. We are embracing the “RenDanHeYi” culture, building smart factories, and re-integrating our global R&D, engineering, design, and customer service functions according to Industry 4.0/4.5 standards.
Job Title: Global Recruiting Manager
Reporting to: Global HR Director,
Dotline to CEO
Why This Role Exists
1. one of the world’s largest music and audio equipment groups. Great products come from great people.
2. But finding great people the old way — manually scrolling job boards, tracking in spreadsheets, chasing feedback — is slow and doesn’t scale.
3. We want someone who thinks differently. Someone who uses AI to source, screen, and shortlist — so you can focus on what humans do best:
4. building genuine relationships, assessing cultural fit, and creating experiences that make people want to join us. Your job is to build an
5. AI-powered talent engine that finds the right people faster than anyone else.
What You’ll Do
Build an AI-Powered Sourcing Engine
1. Use AI to scan multiple platforms simultaneously — job boards, LinkedIn, Maimai, networks
2. Deploy AI-powered candidate matching to surface best fits automatically
3. Build automated pipelines that identify candidates before roles even open
4. Use predictive analytics to anticipate hiring needs
Automate the Administrative Burden
1. Set up automated screening workflows that filter on must-have criteria
2. Use chatbots for initial engagement — FAQs, scheduling, status updates
3. Automate interview scheduling — no email ping-pong
4. Build real-time dashboards tracking pipeline health and bottlenecks
Focus Human Energy on What Matters
1. Conduct deep interviews assessing cultural fit, values, growth potential
2. Build genuine connections — understand motivations, concerns, dreams
3. Create candidate experiences so good that rejected candidates become advocates
4. Partner with hiring managers to truly understand roles, not just descriptions
Use Data to Continuously Improve
1. Track which sources produce the best hires — double down on what works
2. Use AI to identify patterns in successful hires — refine targeting continuously
What We’re Looking For
1. 5-10 years experience in recruitment — AI fire in the belly or AI tools in your hands
2. Hands-on with AI recruiting tools, automation platforms, digital sourcing
3. Comfortable building workflows — Power Automate, ATS automation, chatbots
4. Familiarity with China recruitment platforms — but willing to reinvent how it’s done
5. Good English for cross-regional collaboration
Who You Are
1. Passion for Music & Audio — You authentically share why our mission matters
2. Customer Obsessed — Candidates are your customers. Their experience is your product
3. Extreme Ownership — Every candidate experience is yours to own
4. AI-First & Automation-First — Automate first, then add human value
5. Radical Simplicity — Simpler process. Faster hiring. Better experience
6. High Speed — Great talent moves fast. You move faster
7. High Empathy — Recruiting is human connection, powered by technology
8. High Logic — Data-driven. No candidate slips through the cracks
9. Collaboration Without Ego — Partner openly. No politics. Shared outcomes
10. Growth Mindset — AI tools evolve weekly. You learn continuously
What Success Looks Like
1. AI surfaces qualified candidates before you search.
2. Scheduling happens automatically. Candidates always know their status.
3. Time-to-hire drops dramatically.
4. You spend 80% of time on relationships and judgment, not administration.
5. Even rejected candidates say the experience was exceptional.