Role in brief
OKX 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 and engaging candidates for a leading crypto exchange. Candidates with experience in multi-regional sourcing, especially within APAC, and strong data-driven pipeline management skills should apply.
About the role
This role at OKX centers on proactive talent acquisition, specifically building and owning talent pipelines across the US, LATAM, and APAC. The specialist will develop and execute multi-channel sourcing strategies using various platforms, including LinkedIn Recruiter, GitHub, and region-specific channels. A key part of the work involves creating and maintaining evergreen pipelines for recurring and hard-to-fill positions, ensuring a continuous supply of qualified candidates.
A significant component of this position involves APAC pipeline building, requiring the specialist to develop deep talent maps across key hubs like Singapore, Hong Kong, and Japan. This includes crafting region-specific outreach strategies that consider local platforms, languages, and compensation norms. The role also demands producing competitor organization maps, talent availability reports, and compensation benchmarks to inform hiring plans and role scoping.
Success in this role means effectively translating market data into practical guidance for hiring managers and recruiters, and maintaining strong candidate engagement from initial contact through to conversion. The specialist will track and report on sourcing funnel metrics, using data to optimize efforts and ensure pipeline health. Representing OKX to passive talent and supporting regional recruiting events are also part of contributing to the company's employer brand.
The annual salary for this position ranges from $143,111 to $178,888.
Skills that matter here
- sourcing: This role's core focus is on proactive sourcing, building pipelines from scratch across multiple regions using diverse tools and strategies.
- talent mapping: The specialist will produce competitor organization maps and talent availability reports to inform hiring strategies.
- market intelligence: This skill is used to generate compensation benchmarks and provide practical guidance based on regional market data.
- candidate engagement: The role requires crafting effective outreach messages and managing the candidate experience from first touch through handoff.
- pipeline management: This involves building and maintaining evergreen talent pipelines and communities for hard-to-fill roles.
- data reporting: The specialist will track and report on sourcing funnel metrics to optimize efforts and demonstrate pipeline health.
Who this role suits
- Someone who thrives on building talent pipelines from the ground up rather than managing inbound applications.
- A person with experience recruiting across diverse regions and time zones, particularly with a strong understanding of APAC markets.
- An individual who is comfortable operating with ambiguity and shifting priorities in a fast-moving, high-growth environment.
- A candidate who is data-driven, disciplined about data hygiene, and uses metrics to guide their sourcing strategies.
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 policy for this role?
This is a fully remote position, allowing the specialist to work from various locations.
What level of experience is required?
Candidates should have at least 3 years of full-lifecycle recruiting or dedicated sourcing experience.
What are the core responsibilities?
Key responsibilities include proactive sourcing across US, LATAM, and APAC, building APAC talent pipelines, conducting talent mapping, engaging candidates, managing pipelines, partnering with stakeholders, and reporting on sourcing data.