Talent Acquisition Manager

Role & responsibilities

• Develop and implement end-to-end recruitment strategies

  to attract top talent across all functional and leadership roles.

• Manage full-cycle hiring processes

  , including sourcing, screening, interviewing, selection, negotiation, and onboarding.

• Lead and mentor the recruitment team

  , ensuring adherence to recruitment standards, timelines, and best practices.

• Build and maintain a strong talent pipeline

  through proactive sourcing, networking, job portals, social media, and industry partnerships.

• Collaborate with department heads and HRBP

  to understand manpower needs, job requirements, and workforce planning priorities.

• Drive employer branding initiatives

  , including career page enhancements, campus hiring, and internal/external recruitment campaigns.

• Monitor recruitment metrics

  such as time-to-hire, cost-per-hire, offer-to-joining ratio, and pipeline efficiency, and take corrective actions.

• Ensure compliance with recruitment policies

  , labour laws, DEI goals, and company process frameworks.

• Manage relationships with external agencies

  , consultants, campus partners, and job portals to ensure quality and timely hires.

• Prepare and present recruitment reports

  to senior management, highlighting hiring status, challenges, analytics, and improvement strategies.

KRA 1: End-to-End Recruitment Delivery

KPIs:

• Time-to-Hire:

  Within 3045 days

  for mid-senior roles,

  15–20 days

  for junior roles.
• Offer-to-Joining Ratio:

  Minimum 70%

  .
• Position Closure Rate:

  95% of open positions closed within defined timelines

  .
• Interview-to-Selection Ratio: Maintain

  1:4 or better

  .

KRA 2: Talent Sourcing & Pipeline Management

KPIs:

• Active Talent Pipeline for critical roles:

  Minimum 20–30 qualified profiles per role category

  .
• % of positions filled through direct sourcing (LinkedIn, referrals):

  Minimum 60%

  .
• Reduction in dependency on consultants by

  20% YoY

  .
• Database quality & tagging accuracy:

  90%+

  .

KRA 3: Recruitment Quality & Process Excellence

KPIs:

• 90-day New Hire Success Rate:

  Minimum 85%

  .
• Hiring Manager Satisfaction Score:

  4/5 or above

  .
• Reduction in candidate dropouts by

  15%

  .
• Adherence to recruitment SOPs and documentation:

  100%

  compliance.

KRA 4: Employer Branding & Candidate Experience

KPIs:

• Candidate Experience Score (post-interview survey):

  4/5 or above

  .
• Social media engagement on hiring posts increased by

  30%

  .
• Career page improvements implemented

  quarterly

  .
• Campus hiring events/HR branding events:

  Minimum 3–5 per year

  .

KRA 5: Team Management & Vendor Coordination

KPIs:

• Team productivity:

  90% offer fulfillment rate per recruiter

  .
• Vendor performance evaluation done

  quarterly

  .
• Reduction in hiring cost by

  10–15%

  through negotiation & process improvements.
• Zero escalations related to recruitment delays from internal stakeholders.
  

KRA 6: Reporting & Analytics

KPIs:

• Weekly, monthly, and quarterly hiring dashboards submitted

  on-time

  .
• Accuracy of recruitment data:

  100%

  .
• Insights-based recommendations implemented to improve recruitment efficiency.
  
• MIS on budget vs. actual hiring cost maintained

  monthly

  .