WHAT DOES AN ACQUISITION LEAD DO?
Published: Apr 24, 2026. The Acquisition Lead drives end-to-end recruitment strategy, stakeholder alignment, and hiring execution across global and regional markets. This role focuses on building data-driven attraction strategies, strengthening talent pipelines, and delivering high-quality candidate experiences in fast-paced environments. The position also supports team leadership, process improvement, and alignment of hiring initiatives with broader business objectives.
Key Responsibilities of an Acquisition Lead
1. Acquisition Lead Responsibilities
- Acquisition Strategy: Driving and owning end-to-end acquisition for US markets research or banking candidates and school captain activities, including interns and graduates.
- Event Planning: Partnering with business teams to plan and attend attraction events across campus, recruitment events, and school engagement initiatives.
- Attraction Development: Developing and implementing attraction and assessment efforts aligned with firm goals and individual pathway objectives.
- Campus Strategy: Maintaining on-campus presence and accountability for strategy while managing investment school and priority school relationships.
- Stakeholder Engagement: Educating stakeholders on recruitment strategy and value proposition while driving active participation in hiring initiatives.
- Data Analysis: Designing integrated candidate attraction strategies based on data insights and deep knowledge of universities and organizations.
- Assessment Design: Designing and executing assessment processes that support firm goals and enable effective sourcing across programmatic channels.
- Team Coaching: Coaching training and supporting team members in programme support activities.
2. Acquisition Lead Details and Accountabilities
- Team Leadership: Lead and develop a high-performing team to deliver technical and functional resourcing needs through cross-functional stakeholder collaboration.
- Employment Law: Maintain strong knowledge of regional employment law across the full hiring lifecycle.
- Employer Branding: Create and execute regional employment branding and community engagement strategies.
- Process Improvement: Embed evolving recruitment models while driving process efficiency and automation opportunities.
- Stakeholder Management: Engage senior stakeholders and HR leaders to define hiring plans, forecasts, and regional recruiting strategies.
- Recruitment Analytics: Partner with finance and HR leadership to monitor recruiting speed, quality, diversity, and budget performance.
- Attraction Strategy: Design attraction strategies across campaigns, media sourcing, and pipelining to secure high-demand skillsets, including AI software and robotics.
- Candidate Experience: Deliver strong candidate experience through effective communication and structured interview processes.
3. Acquisition Lead Essential Functions
- Recruitment Coordination: Coordinate the full recruiting lifecycle, including job postings, sourcing, resume review, interview scheduling, and offer management.
- Talent Matching: Partner with hiring managers to align candidate skillsets with business requirements.
- Onboarding Support: Run new employee orientation and induction sessions to support smooth onboarding.
- Employee Experience: Manage local employee experiences, including new hire events and tenure recognition activities.
- ATS Management: Maintain accurate candidate data within the applicant tracking system.
- Process Enhancement: Contribute to improving candidate and hiring manager experience through continuous feedback and optimization.
- HRIS Management: Enter new employee data into Workday to ensure seamless transition from recruiting to onboarding.
- Employer Promotion: Promote the organization as an employer of choice through campus recruiting and branding initiatives.
- Candidate Sourcing: Source candidates creatively through social media and targeted marketing strategies.
- Regional Collaboration: Collaborate with regional talent acquisition teams to align with global processes and best practices.
4. Acquisition Lead General Responsibilities
- Recruitment Management: Own and manage the full recruitment lifecycle across regions, including postings, sourcing, screening interviews, offers, and system tracking.
- Requirement Analysis: Partner with hiring managers to define role requirements, behavioral profiles, technical expectations, and compensation details.
- Interview Coaching: Guide, coach, and calibrate hiring managers and interviewers to improve talent evaluation and selection decisions.
- Pipeline Development: Build and maintain candidate pipelines for multiple roles through structured sourcing and engagement activities.
- Candidate Sourcing: Source active and passive candidates through online platforms, referrals, networking events, and social media channels.
- Screening Process: Review resumes and conduct initial interviews to assess experience, skills, salary expectations, and role alignment.
- Reporting Communication: Provide regular pipeline updates and data insights to hiring managers and talent acquisition leadership.
- Priority Management: Work effectively in high-volume environments while managing competing priorities and tight deadlines.
- Candidate Engagement: Maintain strong communication with candidates to ensure a positive and consistent experience.
- ATS Tracking: Organize and update recruitment data notes and activities within the applicant tracking system.
- Event Participation: Participate in career fairs and recruiting events to support talent attraction efforts.
5. Acquisition Lead Responsibilities and Key Tasks
- Career Growth: Be part of a high-growth global big data software organization with opportunities to advance into management roles.
- Regional Leadership: Take ownership of regional recruitment strategy with autonomy to drive innovation and creative solutions.
- Talent Projects: Work on strategic projects that shape how high-performing talent is attracted and engaged.
- Team Collaboration: Collaborate within a diverse and connected regional team across multiple markets.
- Recruitment Management: Manage full recruiting process while acting as an advocate for candidates and hiring managers.
- Candidate Evaluation: Evaluate candidate skill levels and support offer management decisions.
- Offer Negotiation: Negotiate offers in partnership with hiring managers and executive stakeholders.
- Candidate Experience: Create and maintain a consistently positive and seamless candidate experience.
- Strategic Advisory: Provide strategic guidance, education, and calibration techniques to stakeholders.
- Leadership Partnership: Partner closely with talent acquisition leadership across the region.
- Market Expertise: Act as subject matter expert for talent acquisition and attraction strategies within the assigned market.
- ATS Utilization: Leverage applicant tracking systems, including Workday, to maintain accurate data and track candidate progress.
Editorial Process and Content Quality
This content is part of Lamwork's career intelligence platform and is developed using structured analysis of real-world job data, including publicly available job descriptions, skill requirements, and hiring patterns.
Lam Nguyen, Founder & Editorial Lead, defines the research framework behind Lamwork's career intelligence platform, including job role analysis, skills taxonomy, and structured career insights.
All content is reviewed by Thanh Huyen, Managing Editor, who oversees editorial quality, content consistency, and alignment with real-world role expectations and Lamwork's editorial standards.
Content is developed through a structured process that includes data analysis, role and skill mapping, standardized content formatting, editorial review, and periodic updates.
Content is reviewed and updated periodically to reflect changes in skills, role requirements, and labor market trends.
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