Talent Manager, Repatriation Track

Since we launched Bridge Moris, we have often been approached with enquiries about whether we are hiring, and we are so pleased to finally be able to say YES!

Bridge Moris is looking for a third person to join our small but mighty team – specifically, a Talent Manager. Our Talent Manager will own the repatriation track end-to-end, supporting diaspora members ready to come home full-time and place them into senior roles with our partners in Mauritius.

You'll find key details of the position below, including what the role entails, the kind of person we're looking for, and what we value in an applicant.

Type: Full-time, permanent
Location: Mauritius based, with remote flexibility for the right candidate
Diaspora applicants: Warmly encouraged. If you are living abroad and considering a return, we would like to hear from you.
Start: October-November 2026

Who we are

Over 200,000 Mauritians live abroad, carrying skills, networks and experience the country rarely gets to draw on; until now, there has been no infrastructure to channel any of it home. Bridge Moris exists to be that infrastructure: building a unified, engaged diaspora community, and connecting it to meaningful ways of contributing to Mauritius' future.

We are young, and we have moved quickly. We have been around for less than a year, during which time we:

• Submitted a formal electoral reform proposal to the Prime Minister's Office, advocating for a dedicated constituency for overseas voters, and spoken up for the diaspora on national television during the electoral reform debate
• Built a fortnightly newsletter, the Bridge Bulletin, that reaches a global readership and consistently outperforms industry benchmarks on open rates and subscriber growth
• Run a two month in person founders' sprint in Mauritius including a four week roadshow, with 42 stakeholder meetings, and hosted our inaugural in person diaspora gathering in January 2026
• Created a live events programme spanning Koze roundtables, Live Diaspora Spotlights and collaborative Labs, bringing the community together across time zones
• Secured a recruitment licence from the Ministry of Labour
• Secured a partnership with a leading Mauritian group who will work alongside us as we build our diaspora talent platform, which brings diaspora expertise back to Mauritius

We are a two-person team, and this is a small operation doing work that is well beyond its size. That is the honest picture and it is also the appeal.

The role

Our talent platform, launching on September 1st, runs two tracks:

• The Repatriation Track supports diaspora members ready to come home full time, and places them into senior roles with our partners in Mauritius
• The Flexible Engagement Track covers advisory work, short missions and remote contributions, which let diaspora members contribute their expertise without relocating.

You will own the Repatriation Track. In a nutshell, this means understanding our clients' needs, mapping and reaching the right people across the diaspora, running assessments, interviews, and drafting profile recommendations. You will also support the Flexible Engagement Track, scoping engagements and matching contributors alongside Bridge Moris' founders.

What you will do

• Own repatriation placements end to end. Take the brief, agree the search strategy, source, assess, shortlist, and present.
• Find people who are not looking. Proactive sourcing and headhunting across the global Mauritian diaspora. Most of the people we want are doing well where they are, and they may not be on the lookout for opportunities in Mauritius.
• Assess properly. Structured interviews, scorecards, and honest write ups that surface gaps alongside strengths, because our credibility with partners depends on it.
• Make the case. Draft diaspora profiles for submission to our partners, written to a standard that stands up in front of a group HR director.
• Hold the partner relationship. Act as day to day operational contact on live roles, delivery and pipeline reviews.
• Build the pipeline as an asset. Talent mapping by sector and geography, disciplined use of our ATS, and a network you keep warm rather than contact only when you need something.
• Support the Flexible Engagement Track. Scope work with partner subsidiaries, match contributors, brief both sides, and see engagements through to completion.
• Feed what you learn back. What roles the market wants, what the diaspora will and will not move for, and where the offer needs to change. That intelligence shapes how we sell and what we build next.Come to the community work if you want it. Our events programme and the Bridge Bulletin are where much of the pipeline comes from. Hosting a Koze, shaping a Spotlight or contributing to the Bulletin is open to you if it appeals, though the diaspora talent platform is the job.

How we work

Our values are the standard we hold each other to, and they describe fairly precisely what it is like to work here.

• Mission-driven. We prioritise impact over noise, and spend our energy on what contributes to Mauritius's long-term growth and global connectedness.
• Rigorous. We ground decisions in evidence, hold high standards, and choose quality over shortcuts.
• Respectful. We recognise the lived experiences of all Mauritians at home and abroad, and act with humility and integrity.
• Collaborative. We build bridges rather than silos, and create space for diverse voices to shape the future together.
• Joyful. We celebrate Mauritian culture and identity with warmth, and hold space for human connection in everything we do.

What we are looking for: the profile we have in mind

Our ideal candidate would have the following:

• Real recruitment expertise. That most often looks like time in executive search, agency recruitment, in house talent acquisition or talent management, with genuine ownership of searches from brief to acceptance rather than a slice of someone else's process.
• Rigour, the way we've defined it above, which shows up in the quality of the work and its execution.
• Commercial judgement, meaning you can turn a partner's loosely defined need into a workable search strategy, and you know which briefs are worth taking and which may need to be discussed
• Comfort with numbers as a working tool; enough financial literacy to read a pipeline honestly, understand where a fee comes from, and tell us early when a search is not converting

How you work in a young organisation. This matters just as much.

• Comfort building a workable process where none exists yet, rather than waiting for one to be handed over
• Willingness to move between strategy and administrative detail in the same afternoon, because there are no support functions to pass things to

• Good judgement about what to decide and what to escalate
• Steadiness and resilience when things do not land, and searches often do not land the first time
• The kind of curiosity that means you learn a new domain quickly because you find it interesting, not because you were told to record of closing roles, ideally senior or hard to fill ones, that you can talk through in detail
• Comfort with proactive sourcing and outreach to people who are not on the market
• Structured assessment as a habit rather than an instruction, meaning interviews you have designed, evidence you have gathered, and views you are willing to defend
• Experience holding a demanding client or hiring manager, including telling them something they did not want to hear
• Familiarity with applicant tracking systems and the discipline to keep one clean

And if that is not your background –

Apply anyway! We would rather have a very capable person who learns recruitment than an average recruiter, and a lot of this is learnable with the right support. We are interested in people coming from consulting, client services, partnerships, programme management, people operations, or from a line role where you have done a lot of hiring yourself and were good at it. If you have never recruited but you are the person your current team relies on to get difficult things finished, we would like to hear from you.

Whichever route you come from, the following is where we set the bar:

How you execute. This is what matters most.

• Someone who closes things out rather than accumulating open threads, which is the single quality we weigh most heavily

• Someone who shows that they care in the way they communicate; this includes reliable, considered follow through with contributors and partners, including having uncomfortable conversations (such as telling someone they were not selected)

• Enough organisation to hold an active pipeline, live engagements and a community of people at the same time without dropping any of them

Context and communication

• Excellent English, our primary operating language, and working French

• Kreol Morisien is a real advantage

• Credibility with senior stakeholders, and the confidence to talk to an HR director as a peer
• Genuine interest in the diaspora question, and an instinct for the difference between diaspora members contributing as partners and diaspora members being cast as rescuing a deficient country
• Strong written judgement, since writing accurately and persuasively about people is a large part of this job
• Comfort working across time zones, because our diaspora members span the world over – from California to Paris to Japan

What you get out of it

• Full ownership of a live commercial track from the start, with the decisions that shape how it works sitting with you rather than being handed down
• A rare combination of skills by the time you leave: senior search across international markets, direct partner management at group HR level, and the commercial understanding of a niche market
• Direct exposure to senior leadership within Mauritian companies, and to a global network of accomplished diaspora professionals
• The chance to build something that does not exist yet, and that contributes to the country
• Work with national reach, alongside an organisation already contributing to policy discourse
• Close working relationships with two founders who will back your judgement and expect you to use it

• A team that takes the work seriously and does not take itself too seriously