Senior Employer Branding Partner

About Airwallex

Airwallex is a global unified payments and financial platform built for modern businesses. Its infrastructure and software help more than 200,000 companies manage business accounts, payments, spend, treasury, and embedded finance across markets. Founded in Melbourne and now operating with 2,200+ people across 26 offices, the company is backed by major investors and is focused on building the future of global banking and payments.

Role overview

This position reports to the Associate Director, Global Employer Branding and supports a global remit with a primary focus on APAC, plus strategic input for key hubs such as London and San Francisco. The role is designed for someone who can shape how top talent perceives the company, particularly senior candidates in engineering and commercial functions.

The focus is on meaningful hiring impact rather than broad awareness. Success in this role means attracting stronger candidates, building credibility with technical and senior talent, strengthening employee advocacy, and guiding the story candidates hear before speaking with recruiters.

What you will do

• Own the APAC employer branding approach and build messaging that encourages the right candidates to engage while helping weaker-fit applicants self-select out.
• Develop and adapt high-trust content for career pages, blogs, recruiter materials, and targeted social channels, with clear proof points for senior engineers.
• Work with Talent Acquisition to improve pitch decks, job descriptions, and pre-screening language so the funnel is more selective and effective.
• Support employee advocacy by creating practical toolkits that enable authentic storytelling, while managing APAC review responses and candidate-facing messaging.
• Maintain important digital touchpoints such as Built In listings and location pages so the company’s presence stays accurate and credible in search and research journeys.
• Plan and deliver a small number of premium recruiting experiences, including VIP talent dinners and other high-quality events.
• Track performance through data, interpret results, and refine strategy based on what produces real hiring outcomes.

What success looks like

• The APAC employer brand is seen as relevant, specific, and trustworthy by priority candidates.
• Employee advocacy comes across as genuine rather than formulaic corporate promotion.
• Recruiting materials are sharper and help filter for fit earlier in the process.
• Priority engineering and commercial stories are published and actively supporting hiring conversations.
• The company’s digital presence feels strong and dependable to high-caliber talent.
• In-person talent events generate warmer pipelines and stronger engagement from desirable candidates.

What you bring

• At least 8 years of experience in employer branding, recruitment marketing, brand strategy, or a similar field.
• Strong storytelling ability with the skill to make complex ideas clear, human, and persuasive.
• Experience reaching senior tech or fintech candidates who are typically harder to attract.
• A history of converting business priorities into focused programs with measurable results.
• Comfort working with cross-functional leaders without needing large team support.
• Solid data skills, including analytics, reporting, visualization, and the use of candidate insights.
• A global perspective and the ability to tailor messages across regions while keeping the core message consistent.
• Additional value if you have built talent events, advocacy initiatives, or engineering-focused content.

Why this role stands out

This is a high-visibility role with a direct effect on hiring outcomes. The work is strategic, global in reach, and closely connected to business priorities. The company is looking for original, high-quality content and a clear point of view on how it should appear to ambitious talent in engineering, AI, and commercial leadership.

For someone based in Singapore, this is a chance to work with a global team, influence multiple markets, and help shape who joins the company as it scales.

Applicant safety and recruiter policy

For your protection, the company states that it will never request bank details, passport information, or any payment during the application or interview process. Official communication is sent only from an @airwallex.com email address. Candidates should use the company’s official careers site or official LinkedIn presence.

The company also does not accept unsolicited resumes from recruiting firms and will not pay fees for such submissions unless there is an agreement for a specific opening.

Equal opportunity

The company is an equal opportunity employer and evaluates applicants on merit, qualifications, competence, and talent. Hiring decisions are made without regard to protected characteristics such as color, religion, race, national origin, sexual orientation, ancestry, citizenship, sex, marital or family status, disability, gender, or any other legally protected status. Accommodation can be requested for disability or special needs.