Talent Acquisition Specialist

he Talent Acquisition Specialist will own end-to-end hiring for technology and business roles across engineering, data, AI/ML, analytics and consulting, from experienced individual contributors up to managers and associate directors. You will work closely with hiring managers to understand what each team needs, then find, assess and land the right people quickly.

Hiring at MResult means finding people who combine strong technical skills with the curiosity to apply them to real problems in pharma and life sciences, a rarer profile than a standard technology hire.

Core mandate:

Key responsibilities

• Manage 1525 open roles end to end: intake, sourcing, screening, interview coordination, offer and joining.
• Run structured intake meetings with hiring managers to agree on the role profile, must-have skills, interview panel and timelines.
• Source passive candidates through LinkedIn Recruiter, Naukri, GitHub, Kaggle, tech communities, referrals and alumni networks.
• Screen candidates on technical fit, motivation and alignment with MResults values, and present well-reasoned shortlists.
• Coordinate interviews and gather timely, structured feedback from panels.
• Prepare offers within approved bands, negotiate with candidates and manage them through notice periods to reduce drop-offs.
• Keep the ATS up to date and share weekly pipeline and hiring-metric updates with stakeholders.
• Support MResult’s employer brand through engaging job posts, outreach messages, campus drives and community events in Bangalore and Mangalore.
• Use AI and automation tools to speed up sourcing, screening and scheduling.
• Manage recruitment vendors for assigned roles, tracking their quality and turnaround.

Key deliverables in the first 12 months

• Hiring targets for assigned business units met on time with high-quality hires.
• Talent pipelines built for MResult’s recurring and hard-to-fill skills, such as data engineering, cloud and AI/ML.
• A reliable referral and community-sourcing channel that delivers a growing share of hires.
• Offer-to-joining drop-offs reduced through regular candidate engagement during notice periods.
• Clean, current ATS data that supports accurate hiring dashboards.
• At least one campus, community or employer-brand initiative delivered in Bangalore or Mangalore.

Experience and qualifications

• 3–5 years of full-cycle recruiting, with a proven record of closing technology roles in competitive markets.
• Hands-on experience hiring for data engineering, data science, AI/ML, cloud, analytics or software engineering roles.
• Strong sourcing skills, including Boolean search and outreach that gets replies from passive candidates.
• Confident communicator who can advise hiring managers and negotiate offers with candidates.
• Comfortable using an ATS, Excel or dashboards, and AI tools to run a data-driven hiring process.
• Bachelor’s degree required; an MBA or postgraduate qualification in HR is a plus.
• Exposure to pharma, life sciences or healthcare technology hiring, or to Global Capability Centre (GCC) hiring, is an advantage.