10 Recruitment Analytics Jobs

Identify and engage potential candidates through job portals, LinkedIn, referrals, and other sourcing methods. Manage the full recruitment process, including job posting, screening, interviewing, and closing candidates. Work closely with hiring managers to understand job requirements and ensure a smooth hiring process. Maintain a strong candidate pipeline and ensure a positive candidate experience. Recruitment Analytics: Track and analyse hiring metrics to improve efficiency.

About the team : The talent acquisition team identifies, sources and secures the best talent in the market to be hired for the various businesses of Paytm. About the role : You need to recruit, track, coordinate and interview candidates, till onboarding i.e. End-to-end recruitment. Expectations/ Requirements : Thrive in an innovative, fast-paced environment, can roll up their sleeves, work hard, have fun, and get the job done. Educate stakeholders on the recruiting process, demographics, set expectations of how businesses need to participate, as well as best practices. The best candidates will draw on extensive knowledge of Talent Acquisition and functional areas of the business, forging dynamic relationships with business leaders, hiring managers and HR business partners. Utilize analytics to anticipate roadblocks and solve the challenges. Optimize operational process flows and identify ways to deliver a consistent, scalable, customer obsessed recruitment experience to all stakeholders. Drive the best possible candidate and referee experience, delivering on key internal SLAs. Encourage employees to be brand ambassadors & Plan employee referral programs. Create and present KPI reports and manage dashboards. Manage and inspire a talent acquisition unit to deliver outstanding results while effectively maintaining SLAs like cost per hire, source mix, offer to join ratio for the BU, talent experience. Superpowers/ Skills that will help you succeed in this role : 8+ years of experience in Talent Acquisition in Sales/Business / Bulk Hiring. Experience in full-cycle recruiting (end-to-end recruitment), sourcing and employment branding. Team leading experience is mandatory. Critical stakeholder management is preferred. Excellent recruitment reporting & dashboarding skills. Must have managed Bulk/ Volume hiring projects. Familiarity with a variety of different selection methods and use of social media and job boards with experience with Sourcing and Recruitment Marketing tools preferably with an experience working on any HRIS tool. A sense of ownership and pride in your performance and its impact on the company's success. Critical thinker and problem-solving skills. Education : Graduate or PG completed. (Preferable in HR)

About the team : The talent acquisition team identifies, sources and secures the best talent in the market to be hired for the various businesses of Paytm. About the role : You need to recruit, track, coordinate and interview candidates, till onboarding i.e. End-to-end recruitment. Expectations/ Requirements : Thrive in an innovative, fast-paced environment, can roll up their sleeves, work hard, have fun, and get the job done. Educate stakeholders on the recruiting process, demographics, set expectations of how businesses need to participate, as well as best practices. The best candidates will draw on extensive knowledge of Talent Acquisition and functional areas of the business, forging dynamic relationships with business leaders, hiring managers and HR business partners. Utilize analytics to anticipate roadblocks and solve the challenges. Optimize operational process flows and identify ways to deliver a consistent, scalable, customer obsessed recruitment experience to all stakeholders. Drive the best possible candidate and referee experience, delivering on key internal SLAs. Encourage employees to be brand ambassadors & Plan employee referral programs. Create and present KPI reports and manage dashboards. Manage and inspire a talent acquisition unit to deliver outstanding results while effectively maintaining SLAs like cost per hire, source mix, offer to join ratio for the BU, talent experience. Superpowers/ Skills that will help you succeed in this role : 8+ years of experience in Talent Acquisition in Sales/Business / Bulk Hiring. Experience in full-cycle recruiting (end-to-end recruitment), sourcing and employment branding. Team leading experience is mandatory. Critical stakeholder management is preferred. Excellent recruitment reporting & dashboarding skills. Must have managed Bulk/ Volume hiring projects. Familiarity with a variety of different selection methods and use of social media and job boards with experience with Sourcing and Recruitment Marketing tools preferably with an experience working on any HRIS tool. A sense of ownership and pride in your performance and its impact on the company's success. Critical thinker and problem-solving skills. Education : Graduate or PG completed. (Preferable in HR)

Job Title: DGM Talent Acquisition EV (Heavy Commercial Vehicles) Location: Kolkata (Base Location) Travel: Occasional visits to Raigarh and Raipur manufacturing plants Experience Required: 20+ Years Educational Qualification: Full-time MBA (HR or related specialization) from a reputed institute Industry: Automobile / Electric Vehicles / Heavy Commercial Vehicles / Steel Joining: Immediate Joiners Preferred MUST HAVE EV/HEAVY EARTH MOVING INDUSTRY experience Role Objective: To lead and manage the talent acquisition function for the newly launched EV division focused on heavy commercial vehicles, hiring across product development, manufacturing, plant operations, and corporate functions. The role is pivotal in building a skilled workforce for one of Indias most ambitious EV initiatives. Key Responsibilities: Strategic Recruitment Planning Develop and implement comprehensive recruitment strategies aligned with the EV business roadmap. Collaborate with leadership teams to forecast manpower needs across engineering, design, R&D, supply chain, and manufacturing. EV Talent Acquisition Lead niche hiring for EV-specific roles such as battery engineers, motor & drivetrain specialists, vehicle integration engineers, thermal management, and embedded systems. Develop pipelines through campus hiring, headhunting, LinkedIn sourcing, and partnerships with specialized recruitment vendors. Full-cycle Hiring Execution Drive end-to-end recruitment processes including JD finalization, sourcing, screening, assessments, interviews, offer rollout, and onboarding. Focus on time-to-hire, quality-of-hire, and cost-efficient sourcing. Stakeholder & Plant Coordination Regularly interface with plant HR and functional heads in Raipur and Raigarh for on-ground hiring needs. Organize interview drives and manpower planning reviews at plant sites when required. Market Intelligence & Employer Branding Conduct market benchmarking and talent mapping for high-demand EV skillsets. Promote the employer brand in the EV domain through digital campaigns, job fairs, and LinkedIn presence. Compliance & Reporting Maintain hiring dashboards, recruitment analytics, and executive summaries for leadership reviews. Ensure adherence to hiring SLAs, diversity goals, and internal audit standards.

Qualification: Full-time MBA in Human Resources (Regular Program Tier I / Tier II Institute Preferred) Reporting To: Chief Human Resources Officer (CHRO) / Director HR, Permanent Role Purpose: The Head of Talent Acquisition will play a critical leadership role in building the company's human capital across all levels from blue-collar factory workforce to senior corporate leadership roles. This position demands deep industry knowledge, hands-on recruitment experience in manufacturing-driven businesses, and the ability to align hiring strategies with business growth objectives. Key Responsibilities: 1. Talent Acquisition Strategy & Planning: Design and implement talent acquisition strategies for high-volume, niche technical, and leadership hiring across multiple business units (Manufacturing, Operations, Engineering, R&D, Commercial, and Corporate Functions). Lead workforce planning discussions with Business Heads, CHRO, and Plant HR Heads to forecast short-term and long-term hiring needs. Develop a robust manpower plan aligned with production schedules, project expansions, and business growth. 2. Leadership & Critical Role Hiring: Directly drive and close senior leadership positions including Plant Heads, General Managers, Departmental Heads, and CXO-1 level roles. Engage in succession planning and talent mapping exercises for leadership pipeline development. Manage end-to-end CXO-level hiring in collaboration with executive search firms. 3. Blue Collar & Mass Hiring: Implement large-scale blue-collar and skilled workforce hiring plans for plant locations. Build partnerships with ITIs, Polytechnics, training institutes, and contract labor agencies. Oversee deployment of bulk hiring strategies ensuring cost-effectiveness, compliance, and quality of hires. 4. Campus Recruitment & Employer Branding: Lead and drive campus hiring programs from Tier I and Tier II engineering and management institutes for GETs, MTs, and internship programs. Position the organization as an Employer of Choice in the Manufacturing Sector. Organize and participate in career fairs, industry conclaves, and technical symposiums. 5. Recruitment Operations & Process Excellence: Define and monitor TATs (Turnaround Times), cost per hire, source mix, and other key recruitment KPIs. Implement and optimize Applicant Tracking Systems (ATS) and recruitment analytics dashboards. Drive continuous improvement in recruitment processes focusing on candidate experience and internal stakeholder satisfaction. 6. Vendor & Partner Management: Build and manage a network of recruitment agencies, headhunters, and contract staffing partners. Negotiate and finalize commercial terms, SLAs, and performance metrics for external hiring partners. Conduct quarterly vendor reviews for quality, responsiveness, and delivery. 7. Digital Recruitment & Technology Enablement: Leverage digital sourcing tools, LinkedIn Recruiter, Naukri RMS, job boards, and social media for proactive sourcing. Implement AI-driven screening tools and pre-hire assessments for improving hiring quality and reducing cycle time. 8. Diversity, Equity & Inclusion (DEI): Drive diversity hiring initiatives, especially at mid and senior management levels. Collaborate with internal stakeholders to design and implement programs for gender diversity, local hiring, and differently-abled talent inclusion. Desired Candidate Profile: Minimum 15 years of experience in Talent Acquisition within Steel, Cement, Building Materials, Heavy Earth Moving Equipment, or Manufacturing Industries. Demonstrated expertise in leadership hiring, plant recruitment, and blue-collar mass hiring. Proven experience in managing a large TA team across multiple locations. Strong business partnering, stakeholder management, and negotiation skills. Exposure to campus recruitment, bulk hiring, and executive search. High proficiency in ATS, HRMS systems, recruitment analytics, and social recruiting tools. Strong understanding of labor laws and statutory compliances related to hiring in the manufacturing sector. Excellent communication, presentation, and leadership skills. MBA in HR (Full-time Regular Program) from a reputed institute is mandatory. Preferred Competencies: Strategic Thinking with Execution Excellence High Energy and People Leadership Data-Driven Decision Making Process Orientation Change Management in Growth Environments Influencing and Negotiation

Key Responsibilities: 1. Recruitment Planning & Workforce Strategy Develop and implement annual and quarterly hiring plans in line with project expansion and site mobilization schedules. Collaborate with Project Managers, Department Heads, and Business Leaders to forecast manpower requirements. Maintain a proactive recruitment calendar aligned with business demand and growth projections. Design manpower matrices and deployment plans per project site requirements. 2. Talent Sourcing & Manpower Mapping Lead bulk hiring initiatives for project-based roles in Electrical, Civil, Mechanical, EHS, QA/QC, and Commissioning domains. Develop strategic sourcing channels including: Job portals (Naukri, Indeed, Shine) Social platforms (LinkedIn, Facebook Groups) Internal talent pools and referral networks Engineering colleges, polytechnics, ITIs, and campus drives Identify and map industry-specific talent pools for niche and skilled technical roles. Build databases for proactive sourcing of candidates for future requirements. 3. Recruitment Operations & Execution Drive the full recruitment lifecycle: JD finalization, sourcing, screening, interviews, salary negotiations, offer issuance, and onboarding. Lead and monitor centralized and project-level hiring teams for timely position closures. Organize and execute walk-in drives, career fairs, campus placements, and mass hiring events. Ensure standardization of processes, templates, and assessments across the recruitment function. 4. Leadership & Lateral Hiring Manage lateral hiring for senior professionals across Engineering, Project Management, Procurement, Safety, HR, Finance, and other key departments. Conduct competency-based and behavioral interviews for senior-level hiring. Lead strategic hiring projects including executive search, succession planning, and bench-strength building. 5. Employer Branding & Talent Engagement Build and promote the companys employer value proposition (EVP). Design employer branding initiatives across online platforms, campus outreach, and recruitment campaigns. Enhance candidate experience through structured communication, engagement, and timely feedback. Launch and manage employee referral programs to boost internal hiring contributions. 6. Recruitment Analytics & Compliance Track and report key hiring metrics: time-to-fill, cost-per-hire, source efficiency, and quality-of-hire. Maintain recruitment dashboards and MIS reports for leadership reviews. Ensure compliance with labor laws, audit protocols, ISO standards, and client-specific guidelines. Maintain organized documentation for internal and external audits. 7. Team Leadership & Development Lead and mentor a team of recruiters and sourcing specialists spread across multiple geographies. Define performance goals, KPIs, and provide regular coaching and feedback. Drive continuous process improvement and best practices adoption within the TA team. 8. Stakeholder & Vendor Management Partner with functional leaders and project managers to understand role-specific hiring nuances. Engage and manage relationships with recruitment agencies, staffing vendors, and external consultants. Evaluate and onboard new vendors, track performance, and ensure adherence to service agreements. Ensure cost-effective hiring through optimal vendor utilization and internal hiring mix. Qualifications & Experience: Education: MBA in HR / PGDHRM or equivalent from a reputed institution. Experience: 1215 years of recruitment experience, with at least 5 years in a leadership or mid-senior role. Preferred Industry: Renewable Energy, Power Projects, EPC, Transmission Lines, or Infrastructure. Key Competencies & Skills: Strong knowledge of project-based bulk hiring and site mobilization strategy. Excellent sourcing skills across platforms and talent communities. Exceptional communication, negotiation, and interpersonal skills. Strong data analysis skills to drive recruitment intelligence and decision-making. Effective leadership skills to manage and develop recruitment teams. High emotional intelligence and professional integrity. Why Join Us? Career Growth: Be part of a fast-growing renewable energy company with dynamic career opportunities. Work Culture: Experience a collaborative and performance-driven culture that values talent and innovation. Strategic Role: Make a direct impact on organizational growth through strategic hiring and workforce planning.

Key Responsibilities:1. Recruitment Planning & Workforce Strategy Develop and implement annual and quarterly hiring plans in line with project expansion and site mobilization schedules. Collaborate with Project Managers, Department Heads, and Business Leaders to forecast manpower requirements. Maintain a proactive recruitment calendar aligned with business demand and growth projections. Design manpower matrices and deployment plans per project site requirements. 2. Talent Sourcing & Manpower Mapping Lead bulk hiring initiatives for project-based roles in Electrical, Civil, Mechanical, EHS, QA/QC, and Commissioning domains. Develop strategic sourcing channels including: Job portals (Naukri, Indeed, Shine) Social platforms (LinkedIn, Facebook Groups) Internal talent pools and referral networks Engineering colleges, polytechnics, ITIs, and campus drives Identify and map industry-specific talent pools for niche and skilled technical roles. Build databases for proactive sourcing of candidates for future requirements. 3. Recruitment Operations & Execution Drive the full recruitment lifecycle: JD finalization, sourcing, screening, interviews, salary negotiations, offer issuance, and onboarding. Lead and monitor centralized and project-level hiring teams for timely position closures. Organize and execute walk-in drives, career fairs, campus placements, and mass hiring events. Ensure standardization of processes, templates, and assessments across the recruitment function. 4. Leadership & Lateral Hiring Manage lateral hiring for senior professionals across Engineering, Project Management, Procurement, Safety, HR, Finance, and other key departments. Conduct competency-based and behavioral interviews for senior-level hiring. Lead strategic hiring projects including executive search, succession planning, and bench-strength building. 5. Employer Branding & Talent Engagement Build and promote the companys employer value proposition (EVP). Design employer branding initiatives across online platforms, campus outreach, and recruitment campaigns. Enhance candidate experience through structured communication, engagement, and timely feedback. Launch and manage employee referral programs to boost internal hiring contributions. 6. Recruitment Analytics & Compliance Track and report key hiring metrics: time-to-fill, cost-per-hire, source efficiency, and quality-of-hire. Maintain recruitment dashboards and MIS reports for leadership reviews. Ensure compliance with labor laws, audit protocols, ISO standards, and client-specific guidelines. Maintain organized documentation for internal and external audits. 7. Team Leadership & Development Lead and mentor a team of recruiters and sourcing specialists spread across multiple geographies. Define performance goals, KPIs, and provide regular coaching and feedback. Drive continuous process improvement and best practices adoption within the TA team. 8. Stakeholder & Vendor Management Partner with functional leaders and project managers to understand role-specific hiring nuances. Engage and manage relationships with recruitment agencies, staffing vendors, and external consultants. Evaluate and onboard new vendors, track performance, and ensure adherence to service agreements. Ensure cost-effective hiring through optimal vendor utilization and internal hiring mix. Qualifications & Experience: Education: MBA in HR / PGDHRM or equivalent from a reputed institution. Experience: 1215 years of recruitment experience, with at least 5 years in a leadership or mid-senior role. Preferred Industry: Renewable Energy, Power Projects, EPC, Transmission Lines, or Infrastructure. Key Competencies & Skills: Strong knowledge of project-based bulk hiring and site mobilization strategy. Excellent sourcing skills across platforms and talent communities. Exceptional communication, negotiation, and interpersonal skills. Strong data analysis skills to drive recruitment intelligence and decision-making. Effective leadership skills to manage and develop recruitment teams. High emotional intelligence and professional integrity. Why Join Us? Career Growth: Be part of a fast-growing renewable energy company with dynamic career opportunities. Work Culture: Experience a collaborative and performance-driven culture that values talent and innovation. Strategic Role: Make a direct impact on organizational growth through strategic hiring and workforce planning.

Job Summary: This role is more than just another recruiter - the Talent Acquisition Associate/Partner will have a strong personal brand in the industry and is seen as a collaborator with a diverse network of people. The Talent Acquisition Associate/Partner plays a significant role as an extension of our internal teams, the ultimate HighRadian ambassador and delivers excellence from the first candidate interaction, new hire integration and throughout the employee life-cycle by driving engagement/retention and development activities. S/he should be up to date in the most progressive talent acquisition and people trends and have a people first mentality. If you are ready to leverage your grit, creativity and bit of wit and humor to build an awesome company culture - then you should be a HighRadian! Key Responsibilities Own and manage full cycle recruiting process from intake session to developing a comprehensive sourcing strategy, candidate screening, facilitating interviews, delivering offers and new hire / on-boarding activities. Develop and build a strong network of industry professionals and candidates. Leverage those connections to build a personal brand that is memorable and respected. Keep a constant pulse on our business, culture and teams to educate candidates and provide meaningful insight that drives enhancement. Design and deliver a robust new hire on-boarding and integration experience that is informative, creates meaningful connections and builds a lasting impression. Ensure consistency in employment branding and messaging across all platforms and continually look for ways to stay innovative with messaging through a collaboration with marketing. Use data driven thinking to create tools and efficiencies in process and evaluate regularly for improvement. Stay progressive in knowledge of economic trends, current events, tools and legal updates. Provide measurable recruitment analytics with a high level of accountability around KPI's and communicate to the business on a regular cadence . Play a key role in the ongoing education of leaders on interviewing techniques and recruiting process. Leverage feedback from employees (check points: 1 week, 30 days, 90 days and beyond) to drive decision making and influence how we shape our experience. Serve as key system administrator for Applicant Tracking System (ATS) and proactively manage ongoing updates to ensure that we are getting the most value out of our investment. Skill & Experience Needed 2 to 4 years of experience in Tech Recruiting Graduate or Post Graduate - MBA preferred Experience working in a fast paced environment, handling conflicting priorities Strong negotiation, interpersonal and communication (written and verbal) skills Attention to detail & highly organized self-starter What You'll Get Competitive salary. Fun-filled work culture (https://www.highradius.com/culture/) Equal employment opportunities. . Opportunity to build with a pre-IPO Global SaaS Centaur.

Key Responsibilities Collaborate with hiring managers to understand job roles and create effective sourcing strategies. Source and attract candidates using Naukri, LinkedIn , job portals, and professional networks. Conduct screening calls, assess candidate fit, and manage interview scheduling. Maintain accurate records in the ATS and recruitment dashboards. Track sourcing and hiring metrics for internal reporting. Ensure an excellent candidate experience from first contact to onboarding. Required Skills 2- 3 years of experience in end-to-end recruitment. Mandatory: Hands-on experience using Naukri and LinkedIn Recruiter . Proficiency in Boolean search and passive sourcing techniques. Strong communication and interpersonal skills. Ability to manage high-volume hiring and work with tight deadlines. Preferred Skills Recruitment experience in IT infrastructure or tech services companies. Familiarity with ATS platforms and recruitment analytics tools.

- Recruitment Strategy: Develop and execute recruitment strategies that align with the company's goals and workforce planning needs. - Full-Cycle Recruitment: Manage the end-to-end recruitment process, including job postings, candidate screening, interviews, feedback, and offer negotiations. - Talent Sourcing: Utilize innovative sourcing methods (e. , job boards, social media, networking, and referrals) to attract high-quality candidates, including passive talent. - Team Management: Lead and mentor the recruitment team to ensure optimal performance and professional growth. - Employer Branding: Partner with the marketing team to strengthen employer branding through online platforms, job fairs, and recruitment campaigns. - Collaboration: Work closely with department heads to understand staffing needs and tailor recruitment strategies to meet specific requirements. - Data-Driven Decision-Making: Track, analyze, and report recruitment metrics (e. , time-to-fill, quality of hire) to improve processes and enhance effectiveness. - Compliance: Ensure adherence to labor laws, company policies, and diversity, equity, and inclusion (DE&I) principles in all recruitment activities. - Talent Pipeline Management: Build and maintain a strong talent pipeline for critical roles and succession planning. Qualifications: - Bachelor's/Master's degree in Human Resources, Business Administration, or a related field. - Proven experience as a recruitment manager or in a similar leadership role (preferably 2+ years). - Expertise in using applicant tracking systems (ATS) and recruitment software. - Strong communication, interpersonal, and negotiation skills. - Demonstrated success in sourcing and engaging passive candidates. - Ability to manage multiple priorities and thrive in a fast-paced environment. - Knowledge of labor laws and DE&I practices. Preferred Skills: - HR certifications such as SHRM-CP, PHR, or equivalent. - Experience with employer branding and recruitment marketing strategies. - Knowledge of industry-specific hiring practices, especially in the financial sector. Desired Skills and Experience: Talent Acquisition, Recruitment Strategy, Team Leadership, Negotiation Skills, Candidate Assessment, DE&I Practices, Communication, Compliance, and Recruitment Analytics