Job description
Role Summary
The Talent Acquisition Manager will lead end-to-end recruitment strategy and execution for the organization, with responsibility for senior and niche hiring across multiple business units. This role requires a seasoned HR professional (10+ years of experience) who can build strong stakeholder relationships, design scalable hiring processes, drive employer branding initiatives, and lead a high-performing TA team to meet aggressive hiring targets while maintaining quality and compliance.
Key Responsibilities
Strategic Talent Acquisition Develop and execute the overall talent acquisition strategy aligned with business growth plans. Partner with business leaders to understand workforce plans, role requirements, and future skill needs. Build and maintain a robust talent pipeline for critical, leadership, and niche positions.
Use data and market insights to advise leadership on talent availability, compensation trends, and hiring risks. Recruitment Operations & Process Excellence Own the full recruitment lifecycle: sourcing, screening, interviewing, selection, offer management, and onboarding handoff. Design and continuously improve recruitment processes, SLAs, and governance to ensure efficiency and consistency.
Implement and optimize use of ATS / recruitment tools, ensuring data accuracy and adherence to processes. Monitor key TA metrics (TAT, source mix, cost per hire, quality of hire, offer-to-join ratio) and drive improvements. Stakeholder Management Act as the primary TA partner for CXOs, business heads, and HRBPs on all hiring matters.
Conduct regular reviews with stakeholders on hiring progress, challenges, and corrective actions. Influence and coach hiring managers on interviewing best practices, selection criteria, and market realities. Sourcing & Employer Branding Define multi-channel sourcing strategies (referrals, job portals, social media, networking, agencies, campus, etc.)
Build and manage relationships with external recruitment partners and vendors. Collaborate with Marketing/HR to strengthen employer branding through campaigns, events, and digital presence. Represent the organization at industry events, job fairs, and campus engagements as needed. Team Leadership Lead, coach, and develop a team of recruiters and coordinators to deliver high-quality outcomes.
Set clear performance goals and provide regular feedback, mentoring, and skills development opportunities. Foster a culture of ownership, collaboration, and continuous improvement within the TA team. Compliance & Governance Ensure all hiring practices comply with internal policies, local labour laws, and DEI guidelines.
Drive fair, inclusive, and unbiased recruitment processes, including structured interviews and objective assessments. Maintain accurate and up-to-date recruitment documentation and reports for audits and management reviews. Required Qualifications & Experience 15+ years of progressive experience in Talent Acquisition / Recruitment, with at least 5+ years in a leadership/managerial role.
Proven experience managing end-to-end recruitment for mid to large organizations (preferably IT/Consulting/Technology/Services – adjust as needed). Strong track record in leadership hiring, niche skill hiring, and building high-performing TA teams. Hands-on experience with ATS platforms, HRIS, and sourcing tools (LinkedIn, job boards, etc.)
Demonstrated ability to work in a fast-paced, dynamic environment with multiple stakeholders and competing priorities. Skills & Competencies Strategic thinking & business acumen – ability to translate business needs into TA strategies. Stakeholder management & influencing skills – confident in dealing with senior leadership.
Strong communication & negotiation skills – especially for senior-level offers and critical roles. Data-driven decision making – comfortable with metrics, dashboards, and recruitment analytics. People leadership – mentoring, coaching, and performance management of TA teams. Process orientation – able to design, document, and enforce recruitment processes.
Market awareness – updated on talent market trends, competitors, and compensation benchmarks.
Education
Bachelor’s degree is mandatory; Master’s in HR/Business Administration (MBA/PGDM in HR) preferred. Success Measures / KPIs Time-to-fill and time-to-offer for key roles. Quality of hire (performance, retention within 12–18 months). Offer-to-join ratio and candidate experience scores. Stakeholder satisfaction (business leader feedback). TA team performance and retention