Head of Talent Acquisition

About Baxian, Fusang and the Portcullis Group
Baxian Malaysia Sdn. Bhd., the employing entity for this role, is the Malaysian arm of the Portcullis Group, operating across Kuala Lumpur, Labuan, and Johor. While you will be employed by Baxian and based on-site in Kuala Lumpur, your mandate is group-wide: you will serve as Head of Talent Acquisition for the entire Portcullis Group — every entity, business unit, and office.

For over 40 years, the Portcullis Group has been Asia's largest independent trust, fund, and family office services provider. Founded by David Chong — described by the Singapore Academy of Law as "the Guru of Asian Family Offices" — the Group operates licensed businesses across Singapore (headquarters), Hong Kong, Labuan and Kuala Lumpur, Taiwan, the British Virgin Islands, the Cayman Islands, the Cook Islands, and Samoa, serving the world's most discerning families and institutions. Our operational excellence is reflected in our ISAE 3402 Type II certification and the HFM Asia Services Award 2024.

Today, the greater Portcullis Group also directly includes Fusang — Asia's first fully-regulated digital securities exchange and the Group's central technology unit — and Block Tree, its direct-market-access brokerage gateway. Fusang pioneered the world's first institutional tokenised sukuk with the IILM, with 33 instruments and over USD 525 million issued to date, recognised with the IFN Most Innovative Deal 2023 award.

One group, spanning the full arc of modern finance: the discretion and rigour of a four-decade fiduciary institution, combined with the speed and ambition of a frontier digital-finance business building the digital superhighway for traditional finance.

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The Opportunity
We believe that hiring the absolute best people — and having the right people in the right seats, with both the right skills for the job and the right cultural fit for our group — is a mission-critical task and a key driver of our continued success. We treat hiring as a first-order discipline, not an administrative function.

Hiring will be a key focus for us in the coming year and beyond. Across every role, business unit, and functional unit, we are looking to bring on board people who can operate in a highly dynamic environment and push forward the frontier of financial services while operating in an agentic AI world.

That is why we are creating this role. As Head of Talent Acquisition, you will own hiring across the entire Group — and this is emphatically not a coordination role. Yes, you will run our pipelines, processes, and interviews. But your core mandate is to proactively go out and find the absolute best people for our roles, exactly as a top headhunter would: identifying them, mapping them, reaching out to them, and closing them — except you will do it from inside the business, for the business.

You will also own what happens after the offer: the onboarding of every new member of staff, and the critical first 3 months of their probation period. The right people in the right seats is a standard we hold at confirmation, not just at offer.

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Job Descriptions

1. Proactive Talent Sourcing & Headhunting
   • Personally identify, map, and approach the best people in the market for our open and upcoming roles — direct outreach is your primary tool, not job adverts.
   • Build and maintain living talent maps for every critical role family across the Group, so that when a seat opens we already know who the best people are.
   • Craft compelling, personalised outreach and run searches end-to-end: brief → map → approach → assess
   → close.
   • Build in-house direct sourcing into the Group's primary hiring channel, with external agencies retained as a complement for specialist or executive searches.
2. Recruitment Operations & Process
   • Own every live hiring pipeline across all Group entities, offices, and business units.
   • Run a rigorous, fast hiring process: sharp role definitions, structured interviews, scorecards, tight feedback loops, and decisive offer management.
   • Own the applicant tracking system (BambooHR) and the integrity of our hiring data.
   • Manage the external recruiter panel — briefings, performance, and commercial terms.
   • Report hiring metrics to Group leadership: time-to-fill, source mix, offer-accept rate, cost-per-hire, and quality of hire.
3. Onboarding & Probation Ownership
   • Own every new joiner's experience from offer acceptance through probation confirmation.
   • Design and run structured onboarding: day-one readiness, 30-60-90 plans, and a regular cadence with each new joiner and their manager.
   • Run structured probation check-ins at 30, 60, and 90 days, surfacing issues early and honestly.
   • Make joint confirm/extend/exit recommendations with hiring managers at the end of probation — guarding the bar at confirmation.
   • Close the loop: feed probation outcomes back into how we source, assess, and select.
4. Talent Brand & Hiring Standards
   • Build the Group's talent brand and a candidate experience that makes the best people want to join us — and tell others.
   • Train and calibrate hiring managers across the Group on structured interviewing and assessment.
   • Act as guardian of the hiring bar: right skills, right cultural fit, no compromises.

Job Requirements

• A minimum of 8 years of relevant Talent Acquisition / Recruitment experience. Leadership or people-management experience would be an advantage.
• A hands-on, entrepreneurial approach, with the ability to establish processes, build the function and drive recruitment independently in a start-up environment.
• An ex-agency background as a top-performing headhunter who then moved in-house and thrived — you have the outbound muscle and the in-house judgement.
• Financial services or fintech hiring depth.
• Technology hiring depth — you have recruited engineers and technical leaders and can hold your own with technical hiring managers.
• Experience building or transforming a TA function, rather than inheriting a mature one.
• Employer-brand and recruitment-marketing capability.

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IMPORTANT: What to Submit for Application

1. Your Resume.
2. Please attach a one-page summary of your recruitment track record, including key metrics such as the number of roles filled, direct-sourced hiring ratio, average time-to-fill, offer acceptance rate, and retention rate of hires.
3. Please provide a brief summary (2–3 sentences) of any AI workflows you have built and used in your recruitment work.

**Please note:

• Only shortlisted candidates will be contacted.
• Applications with incomplete or missing documents will not be considered.