Talent Acquisition Manager

Key Responsibilities

1. Talent Acquisition & Hiring Strategy

- Design and execute end-to-end recruitment strategies for multiple functions and business verticals.

- Manage the full recruitment lifecycle - from requirement gathering, sourcing, screening, evaluation, and offer negotiation to onboarding.

- Build innovative sourcing strategies to attract high-quality talent through job portals, social media, employee referrals, and networking.

- Ensure hiring timelines and quality benchmarks are consistently met.

1. Team Leadership & Development

- Set up and lead a high-performing Talent Acquisition team from scratch.

- Mentor, train, and coach recruiters to improve performance, efficiency, and professionalism.

- Foster a culture of ownership, collaboration, and continuous learning within the team.

1. Process & Performance Management

- Establish and streamline TA processes, documentation, reporting, and metrics to ensure operational excellence.

- Define KPIs and track productivity, turnaround time, and quality of hires.

- Implement best practices in recruitment technology, tools, and automation to enhance efficiency.

1. Client/Account Management & Relationship Nurturing

- Act as the key point of contact for assigned accounts and clients.

- Build and nurture strong relationships with client stakeholders, ensuring smooth coordination and delivery.

- Understand client hiring needs, workforce planning, and provide proactive hiring solutions.

- Manage escalations, handle objections effectively, and maintain high client satisfaction levels.

1. Strategic & Cross-Functional Collaboration

- Collaborate with business leaders, HR, and operations to align hiring strategies with business goals.

- Partner with management on workforce planning and talent pipeline development.

Desired Candidate Profile

- Experience: 6-10 years of proven success in Talent Acquisition, preferably in a high-growth or staffing environment.

- Leadership Skills: Strong experience in leading and developing recruitment teams.

- Process Orientation: Expertise in designing and managing recruitment processes, metrics, and reporting.

- Communication: Excellent verbal and written communication skills with high confidence in client interactions.

- Accountability: Strong ownership mindset with the ability to perform under pressure and meet aggressive targets.

- Objection Handling: Skilled in managing client challenges and team escalations calmly and effectively.

- Training & Coaching: Demonstrated ability to train and groom recruitment professionals.

- Availability: Should not have long leave plans in the near future and must be available for immediate or short-notice joining.