工作地点：深圳 / 厦门
这个岗位为什么存在？
这个岗位主要服务美图国内的核心业务和创新业务，负责常规招聘方式不容易直接解决的关键、特殊或新兴岗位，例如 IP、内容、创作者生态及其他新业务人才。
当一个新方向刚刚启动时，业务通常还无法给出一份完全清晰的 JD，市场上也未必存在名称和经历都完全对应的人。你需要先帮助业务回答：
这个方向的人才在哪里？市场上有哪些不同类型的人？我们真正应该找什么样的人？
除了完成关键岗位的招聘交付，你还需要把一线招聘实践转化为更好的流程、更清晰的人才标准和更稳定的招聘质量，推动美图招聘体系持续优化。
你会负责什么？
1. 新业务人才市场研究
- 围绕核心业务及创新业务方向，研究相关行业、公司、团队和人才流动情况；
- 对新的招聘方向开展人才 Mapping，梳理目标公司、代表性人才及不同背景人选的适配性；
- 通过人才访谈、行业信息和招聘实践，帮助业务理解真实的人才市场；
- 在正式启动招聘前，形成对人才供给、招聘难度、薪酬区间和可能路径的初步判断。
2. 招聘策略制定
- 深入理解业务阶段、组织目标及岗位需要解决的问题，与业务共同定义人才画像；
- 通过结构化沟通和市场验证，将模糊的招聘需求逐步转化为清晰、可执行的寻访策略；
- 判断应该从哪些行业、公司和相邻领域寻找候选人，必要时打破业务对岗位背景的单一设想；
- 根据岗位特点制定渠道组合、寻访方式、招聘节奏和人才吸引策略；
- 针对高难度岗位，根据市场反馈持续校准方向，而不是被动等待简历。
3. 关键岗位全流程交付
- 主导目标人才寻访、沟通、评估、面试推进、Offer谈判及入职跟进；
- 与资深候选人建立专业、有信息含量的沟通，准确传递业务机会和岗位价值；
- 与业务负责人共同设计甄选方式，提高关键岗位的人才判断质量；
- 管理招聘过程中的重点风险和关键节点，对最终交付结果负责；
- 在保持专业判断的同时，为候选人提供坦诚、尊重的招聘体验。
4. 招聘流程与质量提升
- 结合招聘数据、候选人反馈和一线实践，识别现有招聘流程中的问题和改进空间；
- 优化需求澄清、人才画像、面试设计、人才评估、招聘决策及Offer管理等关键环节；
- 针对关键岗位或高频岗位，推动建立更清晰的人才标准和结构化评估工具；
- 引入更加基于事实和证据的面试及评价方法，提升招聘决策的一致性和准确性；
- 将有效的招聘实践沉淀为可复用的流程、模板、工具和操作手册；
- 根据团队需要，参与面试官赋能及其他招聘质量提升项目。
5. 人才资源长期经营
- 围绕重点业务方向建立行业人才地图和潜在候选人网络；
- 与尚未进入求职周期的优秀人才保持长期联系，为未来业务发展提前储备；
- 将单个岗位的招聘经验沉淀为行业认知、人才标准和可复用的招聘方法；
- 持续拓展内部推荐、行业社群和定向寻访等主动招聘渠道。
我们希望你具备
- 有互联网、内容、娱乐、消费科技、AI或创新业务相关招聘经验；
- 有较强的主动寻访和人才 Mapping 能力，不依赖现成简历或猎头推荐；
- 能够快速理解陌生业务，从模糊需求中提炼出真正的人才问题；
- 具备行业研究和结构化分析能力，能够向业务提供有依据的人才市场判断；
- 有较好的人才判断、业务影响和Offer谈判能力；
- 有招聘流程优化、结构化评估、面试官赋能或其他招聘COE项目经验，或对相关方向有强烈兴趣；
- 你是一名主动的沟通者，沟通界面亲和，表达清晰有条理、思考逻辑严密，能够主动补齐信息、推动共识，并把复杂问题讲清楚；
- 结果导向，能够在需求变化快、人才标准仍在迭代的情况下持续推动招聘。
如果你做过新业务从0到1招聘、关键岗位专项招聘，或对IP、内容、创作者生态等领域有较深认知，将是加分项。
来这里，你会获得什么？
- 站在核心业务和创新业务的前线，参与新方向从人才研究到团队形成的全过程；
- 不只是完成招聘需求，而是通过人才市场洞察真正影响业务的人才决策；
- 同时影响单个岗位的交付结果和公司整体招聘质量；
- 深入接触IP、内容、创作者生态、AI影像等新兴领域，持续拓展行业认知；
- 建立覆盖战略招聘、人才研究、关键岗位交付和招聘COE的复合能力。
Location: Shenzhen or Xiamen, China
Why This Role Exists
This role supports Meitu’s core and emerging businesses in China, focusing on critical, specialized, and newly evolving roles that cannot easily be filled through conventional recruitment—for example, talent in IP, content, creator ecosystems, and other new business areas.
When a new business direction is just getting started, the team may not yet have a clearly defined job description. The market may not even have an established talent category that matches what the business needs. You will help answer:
Where does this talent exist? What different types of candidates are available? And who should we actually be looking for?
Beyond delivering individual hires, you will also help improve how recruitment works at Meitu—turning frontline experience into better processes, clearer talent standards, and more consistent hiring decisions.
What You’ll Do
1. Talent Market Research
- Research relevant industries, companies, teams, and talent movements based on the needs of Meitu’s core and emerging businesses;
- Conduct talent mapping for new hiring areas, identifying target companies, representative talent, and adjacent candidate backgrounds;
- Use market information, candidate conversations, and recruitment practice to help the business understand the real talent landscape;
- Develop an initial view of talent availability, hiring difficulty, compensation, and possible sourcing paths before formal recruitment begins.
2. Recruitment Strategy
- Understand the business stage, organizational objectives, and the real problem each role needs to solve, then work with the business to define the talent profile;
- Turn ambiguous hiring needs into focused and actionable search strategies through structured discussions and market validation;
- Determine which industries, companies, and adjacent fields may contain relevant talent, challenging overly narrow assumptions when necessary;
- Develop the right channel mix, sourcing approach, recruitment timeline, and candidate attraction strategy;
- Adjust the search based on market feedback rather than waiting passively for suitable applications.
3. End-to-End Delivery for Critical Roles
- Own candidate sourcing, engagement, assessment, interview management, offer negotiation, and onboarding follow-up;
- Build professional and substantive relationships with senior candidates, clearly communicating the business opportunity and role value;
- Work with business leaders to design effective assessment methods and improve the quality of hiring decisions;
- Manage key risks and milestones throughout the recruitment process and take ownership of final delivery;
- Provide candidates with a transparent and respectful experience while maintaining a high bar for talent assessment.
4. Recruitment Process and Quality Improvement
- Review recruitment data, candidate feedback, and frontline hiring experience to identify gaps in existing processes;
- Improve key stages of the recruitment journey, including role intake, talent profiling, interview design, assessment, decision-making, and offer management;
- Help develop clearer talent standards and structured assessment tools for critical or recurring roles;
- Improve the consistency and quality of hiring decisions by introducing more evidence-based interview and evaluation practices;
- Turn successful hiring practices into reusable playbooks, templates, tools, and operating mechanisms;
- Contribute to interviewer enablement and other recruitment quality initiatives when needed.
5. Long-Term Talent Networks
- Develop industry talent maps and prospective candidate networks around priority business areas;
- Build long-term relationships with strong candidates who may not yet be actively exploring new opportunities;
- Turn individual searches into reusable industry knowledge, talent standards, and recruitment methods;
- Strengthen proactive sourcing channels, including employee referrals, industry communities, and targeted outreach.
What We’re Looking For
- Recruitment experience in internet, content, entertainment, consumer technology, AI, or other innovation-driven businesses;
- Strong direct sourcing and talent mapping capabilities, without relying heavily on inbound applications or agencies;
- The ability to understand unfamiliar businesses quickly and identify the underlying talent problem within an ambiguous request;
- Strong industry research and structured analysis skills, with the ability to provide evidence-based talent market insights;
- Sound talent judgment, stakeholder influence, and offer negotiation capabilities;
- Experience or strong interest in recruitment process optimization, structured assessment, interviewer enablement, or other recruitment COE initiatives;
- A proactive communicator who builds rapport easily, communicates with clarity and structure, thinks rigorously, actively closes information gaps, and helps people align around complex issues;
- A results-oriented mindset and the ability to keep moving forward while business requirements and talent criteria continue to evolve.
Experience recruiting for a new business from zero to one, leading critical-role searches, or working with talent in IP, content, or creator ecosystems would be a strong advantage.
What You’ll Gain
- A front-row role in Meitu’s core and emerging businesses, supporting new directions from initial talent research through team formation;
- The opportunity to influence business talent decisions through market insight, rather than simply filling open positions;
- The chance to improve both individual hiring outcomes and the broader quality of Meitu’s recruitment practices;
- Deep exposure to emerging fields such as IP, content, creator ecosystems, and AI imaging;
- Experience spanning strategic recruitment, talent intelligence, critical-role delivery, and recruitment COE.