Roles & Responsibilities

• Talent Acquisition Strategy: Develop and implement effective talent acquisition strategies aligned with business priorities, with a focus on hiring high-quality talent across Technology, Mid-to-Senior Management and critical business roles.
• End-to-End Recruitment: Drive the complete recruitment lifecycle, from understanding hiring requirements and sourcing to assessment, stakeholder coordination, offer negotiations and successful closures.
• Stakeholder Management: Partner with Hiring Managers, Business Leaders and HR Business Partners to understand workforce requirements, provide market insights and drive hiring outcomes.
• Talent Sourcing & Market Intelligence: Identify and implement innovative sourcing strategies, including Boolean searches, social recruiting, professional networks, referrals and targeted talent mapping across relevant industry segments.
• Team Management & Development: Lead, mentor and guide the recruitment team, drive recruiter productivity and ensure accountability for hiring deliverables and quality.
• Process Excellence: Continuously evaluate and improve recruitment processes, identify bottlenecks and implement practices that enhance hiring efficiency, candidate experience and quality of hire.
• Campus & Employer Connect: Build relationships with relevant educational institutions and industry networks to strengthen campus hiring and long-term talent pipelines.
• Recruitment Analytics: Track and analyse key recruitment metrics such as Time-to-Hire, Cost-per-Hire, Offer-to-Join Ratio, Source Effectiveness and Quality of Hire to drive data-backed decisions.
• ATS & Governance: Ensure effective utilisation of Applicant Tracking Systems, maintain recruitment data accuracy and establish process discipline across requisitions, candidate pipelines and interview feedback.
• Industry Best Practices: Stay updated on evolving talent acquisition trends, competitor hiring practices and market intelligence to continuously strengthen the organisation's recruitment capabilities.

Candidate Attributes

• 7–12 years of experience in Talent Acquisition, with demonstrated experience in managing end-to-end recruitment and leading hiring mandates across Technology and Non-Technology roles.
• Strong experience in handling mid-to-senior-level and niche hiring requirements.
• Proven ability to manage and influence senior stakeholders, drive hiring priorities and navigate complex recruitment challenges.
• Experience in leading, mentoring and developing recruitment teams.
• Strong understanding of sourcing strategies, talent mapping, market intelligence and candidate engagement.
• Hands-on experience with Applicant Tracking Systems (ATS), recruitment databases and reporting tools.
• Strong analytical skills with proficiency in Advanced Excel and PowerPoint; ability to interpret recruitment data and derive actionable insights.
• Excellent verbal and written communication, negotiation and interpersonal skills.
• Strong planning, organisational and time-management skills, with the ability to manage multiple priorities in a fast-paced environment.
• A proactive, solution-oriented mindset with a strong focus on execution, ownership and continuous improvement.

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