Head of Recruitment

Company:

Location:

Experience:

Scope:

Team & Budget:

Position Overview

experienced Talent Acquisition leader

Key Responsibilities (KRAs)

• Talent Acquisition Strategy:

  Develop and

  implement a comprehensive global talent acquisition strategy

  aligned with business objectives and growth plans . This includes workforce planning in partnership with business leaders to anticipate hiring needs and ensuring talent pipelines for current and future skill demands.

• Leadership & Team Management:

  Lead, mentor, and motivate a

  large team of recruiters and TA professionals

  across India and other geographies . Set clear performance KPIs, provide coaching and development, and foster a culture of high performance, collaboration, and continuous improvement.

• End-to-End Recruitment Operations:

  Oversee the

  entire recruitment life cycle

  – from talent sourcing, employer branding, and interviewing, through offer negotiation and onboarding – ensuring a smooth and positive candidate experience globally . Drive operational excellence to meet

  closure targets

  for all open positions across business units and regions.

• Strategic Sourcing & Talent Pipelines:

  Design

  innovative sourcing strategies

  to attract top talent in niche and high-demand areas (e.g., AI/ML, data science, product engineering, digital transformation). Leverage multi-channel recruitment approaches – including social media, networking, referral programs, campus hiring, and partnerships – to build robust talent pipelines .

• Employer Branding & EVP:

  Champion the company’s

  Employer Value Proposition (EVP)

  and lead employer branding initiatives. Work closely with Marketing/HR to enhance our presence on job platforms, social media, and industry events, positioning the company as an

  employer of choice

  in the tech and digital domain .

• Stakeholder Management:

  Partner closely with C-level executives and department heads (Engineering, Data/AI, Product, etc.) to understand talent needs and advise on hiring strategies. Act as a trusted advisor on recruitment best practices, market talent trends, and competitive hiring insights, ensuring alignment of TA efforts with the broader business strategy .

• Process Improvement & Systems:

  Define and continuously improve the

  talent acquisition processes

  , frameworks, and tools. Implement best-in-class recruitment technologies (ATS, CRM, AI-based tools) and assessment methodologies to increase efficiency and quality of hire. Use data and analytics to drive decision-making, track hiring metrics (time-to-fill, cost-per-hire, quality-of-hire, diversity metrics), and identify areas for improvement .

• Budget & Vendor Management:

  Manage the

  talent acquisition budget (~₹1 Crore)

  and optimize spending for maximum ROI . Oversee relationships with external recruitment partners and vendors (agencies, RPO providers, job boards); negotiate contracts and ensure vendors deliver value and support hiring targets.

• Compliance & Best Practices:

  Ensure that all recruitment activities comply with relevant local and international

  employment laws and regulations

  , as well as internal policies . Uphold

  best practices

  in diversity, equity, and inclusion (DEI) throughout the hiring process, promoting fair and unbiased hiring practices.

• Global Coordination:

  Coordinate recruitment efforts across multiple regions (India, APAC, EMEA, Americas), ensuring a

  consistent talent acquisition strategy

  while adapting to local talent landscapes. Collaborate with global HR and Talent teams to integrate global initiatives and share best practices across regions.

• Reporting & Talent Analytics:

  Prepare and present regular reports to senior management on recruiting progress, challenges, and achievements. Provide insights on market trends and talent availability, and refine strategies based on data trends and feedback.

• Continuous Improvement:

  Stay abreast of

  latest trends in talent acquisition

  and innovative hiring techniques . Continuously experiment with new approaches (e.g., employer branding campaigns, referral incentives, technology assessments) to improve the efficiency and effectiveness of hiring. Lead or contribute to special projects such as employer awards submissions, career site enhancements, or recruitment marketing campaigns as needed.

Qualifications & Experience

• Experience:

  15+ years of progressive experience in talent acquisition or recruitment,

  including 5+ years in a leadership role

  managing teams and strategy . Experience in fast-paced, high-growth or transformational environments is highly desirable .

• Global Exposure:

  Proven expertise in managing

  global recruitment efforts

  , with familiarity in hiring across India and other international markets (such as North America, Europe, and APAC) . Understanding of multicultural recruitment practices and ability to work across time zones is important.

• Domain Knowledge:

  Strong background in hiring for technology and digital roles

  – e.g., software engineering, AI/ML, data analytics, cloud, product development, digital transformation –

  at scale

  . Ability to quickly grasp skill requirements in emerging tech domains and adapt sourcing strategies accordingly.

• Leadership & Communication:

  Excellent leadership skills with experience building and leading large teams. Able to inspire and develop talent, and

  influence senior stakeholders

  effectively . Exceptional communication and interpersonal skills, with the credibility to engage with C-suite and represent the company externally.

• Strategic & Analytical Mindset:

  Demonstrated ability to think strategically while executing tactically. Proficiency in using

  data and metrics

  to drive recruitment strategies and decision making . Experience with recruitment analytics, reporting dashboards, and continuous improvement methodologies.

• Technical Proficiency:

  Familiarity with modern recruiting systems and tools (Applicant Tracking Systems, CRM, sourcing platforms, LinkedIn Recruiter, etc.). Awareness of

  AI-driven recruitment tools

  and social media recruiting techniques. Experience implementing new recruitment technologies or process automation is a plus.

• Budget Management:

  Experience managing recruitment budgets or resource plans, with a track record of optimizing cost-per-hire and efficiently allocating resources.

• Education:

  Bachelor’s degree in HR, Business, or related field (Master’s/MBA preferred). Relevant certifications (e.g., SPHR, SHRM-SCP, or specialized talent acquisition certifications) are an advantage.

• Additional Qualities:

  High integrity, results-oriented, and adaptable.

  Innovative mindset

  with a willingness to challenge the status quo in talent acquisition. Strong understanding of employment law and compliance in multiple jurisdictions. A passion for employer branding and candidate experience excellence.