Role in brief
OKX, a crypto exchange, is seeking a Talent Acquisition Specialist to build and manage talent pipelines across the US, LATAM, and APAC regions. This role focuses on proactive sourcing, candidate engagement, and market intelligence. It is suitable for experienced sourcers with a background in multi-regional recruiting, especially within APAC, who can thrive in a fast-paced crypto environment.
About the role
This role involves owning the entire top-of-funnel sourcing process across diverse geographical regions, including the US, LATAM, and APAC. The specialist will develop and execute multi-channel sourcing strategies using various platforms like LinkedIn Recruiter, GitHub, and crypto-native communities. A key aspect is building and maintaining evergreen talent pipelines for recurring and hard-to-fill positions, ensuring a continuous supply of qualified candidates.
A significant part of the responsibility includes deep talent mapping and market intelligence, particularly for APAC hubs such as Singapore, Hong Kong, and India. This involves producing competitor organizational maps, talent availability reports, and compensation benchmarks to inform hiring plans and role scoping. The specialist will also craft and test outreach messages to engage candidates and manage their experience from initial contact through to handoff.
Success in this position requires partnering with recruiters, hiring managers, and regional HR teams across different time zones. The specialist will conduct intake and calibration sessions, provide pipeline reviews, and set realistic expectations based on market realities. Additionally, the role involves tracking and reporting on sourcing funnel metrics to optimize efforts and represent OKX as a destination employer in the crypto space through regional recruiting events and community engagement.
The annual salary for this position ranges from $143,111 to $178,888.
Skills that matter here
- sourcing: This role's core focus is proactive sourcing, building pipelines from scratch using various tools and platforms.
- recruiting: The specialist will manage candidate engagement and conversion, overseeing the candidate experience from first touch to handoff.
- talent mapping: This involves creating competitor organizational maps and talent availability reports to inform hiring strategies, especially for APAC markets.
- market intelligence: The role requires translating market data, including compensation benchmarks, into practical guidance for role scoping and hiring plans.
- candidate engagement: The specialist will write and test outreach strategies to attract candidates and keep them warm throughout the hiring process.
- data tracking: Tracking and reporting sourcing funnel metrics is essential to measure effectiveness and redirect efforts to high-converting channels.
Who this role suits
- A candidate with at least three years of full-lifecycle recruiting or dedicated sourcing experience, particularly in building pipelines from scratch.
- Someone who has hands-on experience hiring into at least one major APAC market and understands its specific platforms and candidate behaviors.
- An individual comfortable operating with ambiguity and shifting priorities in a fast-moving, high-growth environment.
- A person with advanced sourcing skills, proficient in using tools like Boolean search, LinkedIn Recruiter, and region-specific channels to find talent.
From the employer
- Proactive Sourcing (Core Focus): Own top-of-funnel sourcing across US, LATAM, and APAC. Build and execute multi-channel sourcing strategies using LinkedIn Recruiter, Boolean and X-ray search, GitHub, Behance, Dribbble, Telegram, Discord, WeChat, Maimai, BOSS Zhipin, referrals, alumni networks, and crypto-native communities.
- APAC Pipeline Building: Serve as the sourcing engine for APAC hiring. Develop deep talent maps across key hubs — Singapore, Hong Kong, mainland China, Japan, Malaysia, Australia, and India — and build region-specific outreach strategies that account for local platforms, languages, notice periods, and compensation norms.
- Talent Mapping & Market Intelligence: Produce competitor org maps, talent availability reports, and compensation benchmarks by region. Translate market data into practical guidance that shapes role scoping, level calibration, and hiring plans.
- Candidate Engagement & Conversion: Write and test outreach that gets replies. Own the candidate experience from first touch through handoff, running screens that assess motivation, mobility, and fit while keeping candidates warm through long hiring cycles.
- Pipeline Ownership & Nurture: Build and maintain evergreen pipelines and talent communities for recurring and hard-to-fill roles. Keep silver-medalist and passive-candidate pools active so we are never starting from zero when a req opens.
- Stakeholder Partnership: Partner with recruiters, hiring managers, and regional HR teams across time zones. Run intake and calibration sessions, share pipeline reviews, and set realistic expectations grounded in market reality.
- Sourcing Data & Reporting: Track and report on sourcing funnel metrics — outreach volume, response rate, screen-to-submit, submit-to-onsite, and pipeline health by region. Use the data to redirect effort toward the channels that convert.
- Employer Brand in Market: Represent OKX to passive talent. Support regional recruiting events, meetups, and community engagement, and help position OKX as the destination employer in crypto across every market you cover.
- 3+ years of full-lifecycle recruiting or dedicated sourcing experience, with a demonstrable track record of building pipelines from scratch rather than working inbound applicant flow.
- Hands-on APAC sourcing experience strongly preferred — you have hired into at least one major APAC market and understand its platforms, candidate behavior, and hiring norms.
- Experience recruiting across multiple regions and time zones, ideally including US and LATAM alongside APAC.
- Advanced sourcing toolkit: Boolean and X-ray search, LinkedIn Recruiter, GitHub, portfolio platforms, and region-specific channels. Comfortable finding talent where it is not looking for you.
- Strong written outreach skills — you can craft personalized, high-response messaging at volume.
- Proficiency with Applicant Tracking Systems and sourcing CRMs; disciplined about data hygiene and pipeline tracking.
- Comfortable operating with ambiguity and shifting priorities in a fast-moving, high-growth environment.
- Bachelor’s degree or equivalent practical experience.
- Nice to have: crypto, Web3, or fintech recruiting experience; additional language capability relevant to APAC markets (Mandarin, Cantonese, Japanese, Bahasa); experience building talent communities or running sourcing jams and hiring events.
- Competitive total compensation package
- L&D programs and Education subsidy for employees' growth and development
- Various team building programs and company events
- Wellness and meal allowances
- Comprehensive healthcare schemes for employees and dependents
- More that we love to tell you along the process!
Questions about this role
What is the remote work policy for this role?
This is a fully remote position, allowing the specialist to work from various locations.
What level of experience is required for this position?
Candidates should have at least three years of full-lifecycle recruiting or dedicated sourcing experience, with a focus on building pipelines from scratch.
What are the key skills needed for this role?
Key skills include sourcing, recruiting, talent mapping, market intelligence, candidate engagement, and data tracking, with a strong emphasis on multi-regional experience, especially in APAC.