Talent Acquisition NON-IT

Talent Acquisition (Non-IT) professioanl

Role & Responsibilities:

A. Recruitment Execution (Non-IT Hiring)

• Manage end-to-end recruitment for non-IT functions (Sales, Operations, Finance, HR, Marketing, etc.).
• Conduct intake meetings with hiring managers to define requirements, skill expectations, and timelines.
• Source, screen, and shortlist candidates using job portals, social platforms, networks, and referrals.
• Ensure timely closure of open roles within agreed SLAs and quality benchmarks.

B. Team Supervision & Performance Enablement

• Allocate job requisitions to recruiters based on complexity and priority.
• Monitor daily progress and support recruiters in removing bottlenecks.
• Conduct weekly review meetings and coach team members to improve productivity.

C. Candidate Engagement & Offer Coordination

• Drive interview coordination, communication, and feedback tracking.
• Maintain consistent engagement with candidates to minimize drop-offs.
• Support offers discussions in alignment with internal compensation guidelines and smoothly transition candidates to HR Ops for onboarding.

D. Stakeholder Collaboration & Communication

• Act as the SPOC for hiring managers for assigned positions.
• Share structured hiring progress reports and insights on challenges and next steps.
• Set clear expectations on timelines and candidate availability.

E. Process Compliance & Data Management

• Maintain accurate, real-time updates in the ATS/recruitment tracker.
• Ensure standardized documentation of feedback and hiring decisions.
• Generate dashboards and reports for leadership visibility.

F. Continuous Improvement

• Identify process improvement opportunities to reduce TAT and improve sourcing efficiency.
• Stay informed about hiring trends and best practices in non-IT hiring.

Role Requirements:

• Bachelors degree in HR, Business Administration, or related field (MBA preferred).

• 6-8 years of experience in Talent Acquisition

  , with strong exposure to non-IT hiring.
• Experience in leading and developing a small recruitment team.
• Strong understanding of full-cycle recruitment and sourcing techniques.
• Excellent communication, stakeholder management, and negotiation skills.
• Proficiency in Applicant Tracking Systems (ATS) and recruitment tools.
• Ability to prioritize and manage multiple hiring requirements in a fast-paced environment.