Position Overview The Talent Acquisition Lead is responsible for building and executing a group-wide recruitment strategy that spans domestic and overseas markets, covering everything from headcount planning and talent mapping to full-cycle delivery for senior and hard-to-fill positions. This role leads and develops the domestic social recruitment team while partnering closely with business leaders and cross-functional stakeholders to ensure talent supply keeps pace with the company's global expansion. The ideal candidate is a seasoned recruitment professional with deep headhunting expertise, strong market intelligence, and the leadership presence to drive both strategic and hands-on delivery. Position Impact In the near term, this role directly addresses critical hiring needs by resolving long-standing recruitment challenges, strengthening sourcing channels, and improving the speed and quality of hiring for key positions across China and overseas markets. Over the long term, the Talent Acquisition Lead builds the organizational capability and infrastructure — talent pipelines, standardized processes, market insights, and a high-performing recruitment team — that enables ZURU to attract and secure top talent consistently, supporting sustained business growth and competitive positioning in a rapidly evolving global landscape. Roles & Responsibilities • Align with the company’s global development strategy to establish a group-wide, cross-functional talent recruitment and headhunting framework; coordinate social recruitment needs, complete demand assessment, headcount planning, and formulate & implement annual recruitment plans. • Lead the development of talent mapping for high-end and key positions in China and overseas, deliver customized recruitment solutions, and empower the team to improve recruitment efficiency, quality and accuracy. • Conduct research on the talent market, including but not limited to competitors’ organizational structure, business models, compensation systems, regional talent supply and market trends, to provide data support for the company’s talent strategy. • Standardize and optimize the full recruitment lifecycle (requirement confirmation, sourcing, screening, interviewing, offer, onboarding), establish standardized processes, and enhance candidate experience and employer brand. • Establish and improve the selection mechanism and talent pipeline for key positions, ensuring a stable talent supply to support continuous business expansion. • Oversee the development, evaluation, maintenance and performance analysis of recruitment channels at home and abroad, and build a cost-effective and sustainable channel matrix. • Fully manage the domestic social recruitment team, including goal decomposition, process management, capability development and performance improvement, to ensure the achievement of overall recruitment targets. • Deliver recruitment for high-end, scarce and difficult-to-fill core positions, conduct in-depth headhunting projects for key talents, and resolve long-standing recruitment challenges for the business.