Talent Acquisition Partner - Tech, Leadership & Ops

Stratex Consulting Services is scaling high-performance teams for products and services that matter. If you love headhunting scarce talent, building ready-to-hire pipelines, and running a clean, data-led recruiting machine, this role puts you at the center of the action across DevOps, Software Engineering, AI/ML, leadership, and business roles in India.

Who you are (about the candidate)

• 5 to 7 years of full-cycle recruiting/headhunting across tech, leadership, and non-tech.
• India market native: fluent in Boolean/X-ray, passive outreach, communities, and referrals.
• ATS-first, power user of LinkedIn Recruiter, Naukri/Indeed; comfortable with AI tools.
• Strategic & analytical: convert business roadmaps into quarterly hiring plans, capacity views, and channel mix.
• Consultative partner to Founders, Tech Leads, PMs, and Departmental Heads; crisp communicator, high trust.
• Metrics-minded and candidate-centric; calm under pressure, quick on the close, ethical always.

What you will own (roles & responsibilities)

• Convert business needs into sharp JDs, calibrated scorecards, and hiring plans.
• Partner with business/HR/Finance to forecast headcount, analyse skills gaps, attrition backfills, and ramp plans; translate into quarterly hiring plans.
• Define role architectures, sourcing/channel mix, assessment approach, and SLAs for priority functions
• Build target lists for DevOps/SDE/AI-ML/Product & leadership; run headhunting sprints.
• Keep 3 to 5 pre-vetted profiles per critical role; warm silver-medalists and referral networks.
• Personalize campaigns on LinkedIn/Naukri; advocate Stratexs value in the talent market.
• Drive competency-based and structured interviews; coordinate tech tasks/case work.
• Calibrate panels, schedule fast, capture feedback, and maintain a bar-raising, fair process.
• Benchmark compensation, manage expectations/counter-offers, and land first-choice accepts.
• Transition neatly to HR/Ops; collect hiring-manager signal to refine profiles.
• Keep ATS spotless; publish TTF, source ROI, interview-to-offer, and pipeline status.
• Uphold PoSH, privacy, documentation, and zero-bias standards.

What you bring:

• Workforce planning & talent analytics (forecasting, capacity planning, skills gap analysis, comp intel).
• Advanced sourcing & headhunting (Boolean/X-ray, communities, referrals).
• Depth in technical (SWE/DevOps/AI-ML) and leadership hiring.
• Interview & assessment design (structured debriefs, work-samples).
• Negotiation & closing (notice periods, buy-outs, counter-offer plays).
• ATS & recruiting analytics (Zoho Recruit, funnel diagnostics, source effectiveness).
• Stakeholder management (expectation-setting, market intel, decision enablement).
• Communication & candidate experience (clear, timely, empathetic).
• Productivity stack: Microsoft 365 / Google Workspace, Slack, Jira/Trello.

Nice to have

• Hiring for shared services/captive and professional services.
• Tech-audience branding/content; meetups, campus, or hackathon exposure.

Education

• Bachelors degree required; MBA/PG in HR preferred.

Why join Stratex

• Seat at the table: Shape headcount strategy and the talent roadmap for high-impact teams.
• Modern toolkit: ATS + AI-assisted recruiting; freedom to test, learn, and scale.
• Senior exposure: Work directly with Founders, Product & Tech leadership.
• Career runway: Clear path to TA Lead/Manager based on impact.
• People-first culture: Empathy, operational excellence, innovation, integrity.
• Benefits & pay: Competitive salary , performance-linked rewards, flexible work practices, learning support.