This is the generic, name-free template for the Talent Partner track — APB's candidate-delivery function. It consolidates what were previously the Executive Consultant (Philippines) and Senior Specialist roles into one track with three tiers: Talent Partner → Senior Talent Partner → Team Leader. The role is candidate-only — Source, Screen, Set — with no client contact. A Talent Partner is allocated to a consultant's Job Order (not paired to a person) and hands the candidate back to the owning consultant after the first interview. Before issuing:
- Replace every [SQUARE BRACKET] placeholder with the individual's details — name, tier, desk(s) served, reporting line, dates, and the relevant targets.
- Pick the operative tier (Section 05). Keep the tier card that applies and use it as the scope of record; the other tiers stay as the visible progression map.
- Floor model = Activity + Quality + SLA. There is no Cash Floor — Talent Partners do not own placements, they enable them. Their stake in cash is the desk-success share (Section 10).
- Targets are bracketed. Drop in real numbers (longlists / week, set-rate %, SLA turnaround) per person and desk at signing — they live canonically in the Cockpit / HQ KPI calculator.
- Compensation is handled off-PD. Base, the 0.5% desk-cash-above-budget share, and statutory entitlements sit in the employment contract. PH tiers are employed via Shore360 (EOR); AU-based Talent Partners are employed by APB directly.
Why this role matters
[Talent Partner Name], this Position Description is written for you because you are part of APB's Talent Partner track — the candidate-delivery engine of the firm. Consultants own the client and the Job Order; you own the candidate. Your craft is the three S's: Source, Screen, Set. You find the right people, you qualify them against APB's standards, and you get them to the table — either accepting an interview or consenting to have their profile shared with the client.
You carry no client contact and no BD. That is deliberate: it lets you go deep on candidate craft — search methodology, screening discipline, CRM hygiene, and the speed and quality that make a desk's pipeline real. You are allocated to the Job Orders the consultants own, and once a candidate completes their first interview, the owning consultant takes them forward. This PD documents what good looks like across the track and how you progress from Talent Partner to Senior Talent Partner to Team Leader.
The Talent Partner track
Every tier is candidate-only — Source, Screen, Set, with no client ownership and no BD target. The consultant owns the client and the Job Order; the Talent Partner owns the candidate up to the first interview. What changes by tier is breadth (one desk → cross-desk), trust (delivery → submissions on behalf of consultants → team leadership), and the performance bar.
Source · Screen · Set
You are allocated to the Job Order, not to a consultant — a JO a consultant owns is handed to you to deliver the candidate side. You do not speak with clients, run client meetings, negotiate fees, or own accounts. Your relationship is with the candidate; the consultant's is with the client. The clean handoff is the first interview: up to and including securing/setting it is yours; everything after the candidate has had that first interview is the consultant's.
- Run allocated searches end-to-end on the candidate side — source, screen with the 6Rs, build Candidate Profiles, and set interviews or secure CV-share consent.
- Maintain CRM hygiene — every candidate, every interaction, every status change logged. Your CRM hygiene is part of your performance.
- Hit the SLA — the firm's commitment to consultants is a 24-hour sourcing turnaround. When a JO is allocated to you, that clock is yours.
- Hand off cleanly — once the candidate has completed the first interview, brief the consultant and pass the relationship across without dropping context.
- Escalate, don't absorb — if you are under-allocated, or a JO's brief is unclear, raise it with your Team Leader (or the owning consultant) rather than carrying the gap silently.
Where you sit
You have a solid line to delivery leadership — the Team Leader, or the Managing Director today while that seat is unfilled — who owns your people management, standards, SLA, and career. You have a dotted line to the consultant who owns the Job Order you're allocated to, for task direction on that JO only. You do not report to the Desk Lead: a Talent Partner is a shared resource across desks, not owned by one. One Talent Partner typically serves multiple consultants' JOs across both desks at a time.
Who is allocated to which Job Order, and the 24-hour SLA, are owned by delivery leadership (the Team Leader / MD) — not by an individual Desk Lead. This keeps capacity shared and stops any one desk monopolising a Talent Partner. If you're under-allocated, escalate to delivery leadership, not the desk.
The three tiers in detail
The entry tier. Allocated to a set of Job Orders and focused on running them well on the candidate side.
- Deliver allocated JOs — Source, Screen, Set to APB's standard; build Candidate Profiles; hit the SLA.
- One-desk focus (typically) — you work the JOs of the desk(s) you're allocated to, building depth in that vertical's talent market.
- Build the craft — search methodology, screening judgment, CRM discipline. This is where the foundation is laid.
A proven, trusted delivery operator who works across desks and takes on coordination the consultants rely on — purely sourcing, sending candidate submissions on behalf of consultants, and interview management / coordination across both desks. A growth tier above Talent Partner: currently held by Jhanine Dominguez and Bai Patangan as co-STPs. The Talent Partner (Tier 1) entry seat is currently unfilled — reserved for the next delivery hire.
- Cross-desk — sources and screens across more than one desk, calibrating to each vertical.
- Submissions on behalf of consultants — packages and sends candidate submissions for the consultants, owning the quality of what goes out.
- Interview coordination — manages and coordinates the interview logistics between candidate and consultant.
- Mentors Talent Partners — sets the craft standard and helps newer Talent Partners reach it.
Leads the Talent Partner team. Still candidate-side only — no client ownership — but now accountable for the delivery function's output and people. This is a future seat: today Jhanine and Bai hold the Senior Talent Partner tier as co-STPs and report through the Desk Lead — the Team Leader rung is stood up as the delivery team grows.
- Allocation — assigns Talent Partners to JOs across desks, balancing demand against capacity.
- Team SLA and quality — owns the team's turnaround and submission quality, not just their own.
- Onboarding and training — brings new Talent Partners up to standard; owns the craft curriculum for the track.
- Capacity planning — flags when the team is over- or under-allocated and works with the Managing Director on resourcing.
Floor · Goal · Stretch
The three floors
All three fire independently. They catch problems early — a Talent Partner can be busy and still be missing on quality or speed.
If a floor is breached
Performance management is structured, not punitive. The progression below applies when any floor (activity, quality, SLA) is breached for the duration noted.
The Talent Partner track is measured on [4-week] windows — a faster signal than the consultants' quarterly cycle, because delivery problems show up in weeks, not quarters. The window length and the exact floor numbers are set in the Cockpit / HQ KPI calculator and confirmed per person at signing.
How the work is done at APB
| Standard | What it means in practice |
|---|---|
| 6Rs Screening | Relevance · Remuneration · Relationships · Recognition · Rituals · Reasons. Every candidate you set is screened against the 6Rs — fit and genuine intent, not just an available CV. |
| Sourcing & SLA | 24-hour sourcing turnaround on allocated JOs. Coverage and speed both count — a thin longlist late is a miss even if the candidates are good. |
| Candidate Profile | Build a clean, decision-ready Candidate Profile for every submitted candidate. This is what the consultant takes to the client — its quality is your signature. |
| Locked Naming | Client Briefing · Search Brief · Terms of Business · Candidate Profile · Briefing Deck · JO · Job Opp · BD. No deviation. |
| CRM Hygiene | Every candidate, interaction, and status change logged in real time. The pipeline is only real if the CRM is real. |
| The boundary | Candidate-only. No client contact, no fee or terms negotiation, no account ownership. Anything client-facing routes to the owning consultant; anything commercial escalates via the Team Leader to the Managing Director. |
Where this role leads
Deliver allocated Job Orders to standard — Source, Screen, Set — hit the SLA, keep clean CRM hygiene, and build depth in your desk's vertical. This is where reliability and judgment are built.
- Consistent floor attainment across [N] consecutive windows on all three floors — not a one-off good month.
- Trusted, unsupervised delivery — running allocated JOs end-to-end without the Team Leader being hands-on.
- Cross-desk capability — calibrating sourcing and screening across more than one vertical.
- Submission ownership — ready to package and send candidate submissions on behalf of consultants at the firm's quality bar.
- Sustained excellence as a Senior Talent Partner — the craft bar is no longer in question.
- Demonstrated people development — already mentoring Talent Partners and raising their standard.
- Allocation judgment — sound instincts on matching capacity to demand across desks.
- Ownership of team outcomes — ready to be accountable for the team's SLA and quality, not just your own.
Hitting the SLA without being chased. Submissions the consultants trust on sight. Clean CRM hygiene as a habit, not a reminder. Being the person a consultant is glad to have allocated to their Job Order — and, at the senior tiers, the person newer Talent Partners learn the craft from.
How we show up
Compensation
Exact base, the share mechanic and thresholds, any quarterly bonus, and review cadence are documented in the individual's employment contract (Shore360 for PH, APB direct for AU) and attached to the issued, named PD before signing.
Sign-off
This Position Description is to be read alongside (a) your employment contract — Shore360 for PH-based Talent Partners (PH employment terms, notice, termination, garden leave, post-exit obligations on candidate and client data), or APB's direct terms for AU-based Talent Partners — and (b) the APB Codex, the firm's operating system covering frameworks, naming standards, and module-level playbooks. A new PD is issued on each tier promotion. Material changes between reviews are issued as a revised PD with a new effective date.