Emerging Talent Community Manager

About The Role

We’re looking for an Emerging Talent Community Manager to build and manage a thriving community of potential assistants drawn from previously rejected, unplaced, or development-track candidates. This role ensures that promising individuals remain engaged, assessed, and continuously upskilled through training and simulations — creating a secondary pipeline of ready-to-deploy talent that reduces hiring lead time and strengthens workforce stability.

Qualifications

• Minimum 2–3 years of experience in talent development, recruitment, or community management, ideally within BPO, staffing, or L&D environments
• Strong understanding of candidate pipelines, assessment standards, and upskilling programs
• Excellent communication and facilitation skills — comfortable hosting sessions and engaging groups virtually
• Organized, data-driven, and able to manage multiple talent cohorts simultaneously
• Collaborative mindset with the ability to coordinate across multiple internal departments
  
  
  

Preferred Skills

• Experience running re-engagement or retraining initiatives for rejected or idle candidates
• Knowledge of CRM or talent tracking systems (e.g., HubSpot, Airtable, ATS tools)
• Familiarity with training delivery, skill mapping, and career readiness frameworks
• Creative approach to community engagement and program design
  
  
  

Department: Customer Success Enablement

Work Setup: Remote / Hybrid

Compensation: PHP 35,000–50,000/month (based on experience and performance)

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Key Responsibilities

• Manage and grow Wing’s Emerging Talent Community, composed of previously non-deployed or partially qualified candidates
• Conduct skills reassessments, interviews, and readiness checks to determine requalification potential
• Design and oversee training pathways, bootcamps, or upskilling programs to improve readiness for future deployment
• Collaborate with L&D, Talent Acquisition, and Customer Success Enablement to align community activities with hiring forecasts and skill demands
• Track participation, engagement, and progress of community members across training cycles
• Maintain updated records of candidate performance, readiness scores, and redeployment eligibility
• Run communication campaigns and re-engagement initiatives (emails, events, virtual sessions) to keep members active and motivated
• Identify high-potential individuals suitable for fast-tracked reassessment or direct client placement
• Generate reports on community growth, readiness conversion, and talent yield rates
  

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