TA Team Lead, Indonesia

Who we are:

Where performance meets sustainability, Digital Edge is a leading data center platform in Asia Pacific, delivering sustainable, next-generation, AI-ready digital infrastructure at scale. Headquartered in Singapore and backed by Stonepeak, we operate a rapidly expanding platform with over 30 data centers and 1.8GW of secured IT power across key markets.

Our mission is to build the foundation for the world’s digital future, helping organizations to grow sustainably and empowering the populations they serve. We differentiate through execution – delivering at speed and at scale while combining global standards with deep local expertise. This enables us to provide consistent, sustainable and high-performance infrastructure for hyperscalers and enterprises across the region.

As Asia Pacific’s digital transformation accelerates, Digital Edge is building the infrastructure that powers the next wave of AI and cloud growth. Joining Digital Edge means being part of a high-growth platform at the forefront of AI and cloud infrastructure, where you can make a tangible impact on Asia-Pacific’s digital future.

Our values:

• Respect: We embrace diversity and collaboration.
• Innovation: We share ideas and solve problems.  
• Strive: We are driven and determined.
• Excellence: We seek to deliver the best.   
• Responsibility: We do what’s right for our people and the planet.

What we need:

Reporting to the Head of Talent Acquisition, Asia, the Team Lead, Talent Acquisition, Indonesia will lead our in-house TA team in Jakarta and own hiring for Digital Edge and our Fiber business across Indonesia.

Indonesia is our largest hiring market in Asia Pacific. We are building out multiple data centre sites around Jakarta, and most of our demand is site and shift hiring for operations, alongside engineers, project roles and specialist hires for our Jakarta Centre of Excellence. This is a player coach role. You will lead a small team, carry the senior and critical roles yourself, and run a hiring engine that keeps our sites staffed on time.

You will also set the standard for how hiring decisions are made in Indonesia. Offers and approvals that are clear, written and transparent, with every open question owned and closed.

Key responsibilities:

• Lead the team. Lead, coach and develop 2 TA Partners and a TA Coordinator. Set weekly priorities, review every pipeline and hold the team to clear service standards
• Balance the book. Allocate requisitions so no recruiter carries more than 20 to 25 live roles. Rebalance early when demand shifts and raise capacity risks before they hit start dates
• Carry the critical roles. Personally own senior, critical and confidential Indonesia hires from intake to offer
• Own the hiring plan. Translate the approved headcount budget into a hiring plan by site, function and quarter, and forecast recruiter capacity ahead of demand
• Run the volume engine. Run career days, job expos and vocational and university partnerships for technician and operations hiring, and keep warm talent pools for repeat roles
• Source directly. Build direct sourcing and referral pipelines so agencies are used selectively for niche and senior roles, and only through the preferred supplier list
• Govern requisitions. No hiring against an unapproved requisition. No change to title, band, remit or reporting line without approval. Keep the ATS as the single record
• Run offers end to end. Present each offer on one email: package against role budget and current pay, a written TA recommendation, the named approver and a deadline. Numbers checked once before sending
• Make disagreement visible. Hiring managers, HRBPs and Finance raise concerns on the thread or agree an approach before it goes back to TA. No offline changes to a recommendation
• Close the loop. Every stakeholder question has an owner and an answer within 1 working day. Escalate with a clear ask, not a forward
• Partner with the business. Work with Indonesia hiring managers, country leadership, HRBPs and Finance. Agree service levels at intake and hold both sides to them
• Report on what matters. Weekly view of pipeline, time to hire, offer acceptance, source of hire and recruiter load, drawn from system data rather than side spreadsheets
• Support the region. Support regional TA priorities, including hiring for our Johor Bahru campus in Malaysia when needed
• Work safely and compliantly. Uphold the TA Policy, data privacy, and our health and safety, information security and environmental management standards

The successful candidate:

• 8 or more years in Talent Acquisition, with at least 2 years leading or coaching recruiters in Indonesia
• Proven high volume hiring for technical, shift or site based roles in data centres, telco, utilities, manufacturing, energy, construction or facilities
• Has also closed senior and specialist hires for demanding hiring managers who expect a short, high signal shortlist
• Commercial judgement on offers, pay structures and a clear recommendation
• Comfortable with data. Reads a pipeline, forecasts recruiter capacity and spots risks early
• Hands on with an ATS (SuccessFactors, SmartRecruiters or similar), LinkedIn Recruiter and AI tools in day to day recruiting
• Direct, transparent communicator who surfaces bad news early, owns the next step and closes loops
• Builds trust with site leaders and engineers as well as with country and regional leadership
• Fluent in Bahasa Indonesia and English, written and spoken
• Based in Jakarta, with regular travel to our sites around Jakarta and occasional regional travel

If you're ready to lead hiring in our fastest growing market and help shape the next phase of a fast-growing digital infrastructure platform, we'd like to hear from you!