Corporate Talent Acquisition Lead India

tekwissen india

Corporate Talent Acquisition Lead India

tekwissen india

7-12 Years

Visakhapatnam, India

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Posted 17 hours ago

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Job Description

Overview

TekWissen Group is a workforce management provider throughout India and many other countries in the world.

Position: Corporate Talent Acquisition Lead – India

Location: Visakhapatnam

Work Type: Onsite

Job Type: Full-Time – Supports PAN India

Function: Corporate Human Resources / Talent Acquisition

Reporting To: Head of Human Resources / Senior Leadership

Shift: 11 am to 8 pm IST.

Job Description

Role Overview

TekWissen is looking for a highly driven, creative, and business-oriented Corporate Talent Acquisition Lead – India to lead corporate recruitment across the organization.
This role is designed for a Talent Acquisition professional who goes beyond traditional recruitment.
We are looking for someone who can build talent pipelines before positions open, understand the market before hiring begins, create innovative sourcing strategies for niche talent, and continuously improve the quality, speed, experience, and ROI of hiring.
The ideal candidate should have demonstrated experience in building creative recruitment campaigns, Recruiterathons, Hackathons, hiring projects, talent communities, employee referral initiatives, campus/fresher programs, niche-role sourcing strategies, and data-driven recruitment programs.
This individual will partner closely with hiring managers and business leaders across TekWissen's business units and will own the recruitment lifecycle from workforce planning and talent intelligence through sourcing, screening, selection, offer management, onboarding, and post-joining hiring effectiveness.

Key Responsibilities

Corporate Talent Acquisition Leadership
Own and drive end-to-end corporate recruitment for TekWissen across PAN India.
Manage hiring across multiple functions and business areas, including:

Staffing / Recruitment
Talent Acquisition
Corporate HR / HR Operations
Learning & Development
Finance & Accounts
Information Technology
Software / Engineering
Networking / Infrastructure
Data & Analytics
Back Office / Operations
Call Center / Customer Support
Business Support Functions
Internships
Graduate / Fresher Hiring
Specialized and niche corporate positions

Build scalable recruitment strategies based on business requirements, talent availability, urgency, and role complexity.
Strategic Hiring Manager Partnership
Establish TA as a strategic business partner rather than a requisition-processing function.
Conduct structured weekly connects with hiring managers and business leaders.
Understand current hiring requirements as well as upcoming workforce needs.
Build forward-looking hiring forecasts.
Understand skill gaps, replacement requirements, growth plans, and future organizational requirements.
Challenge and refine hiring requirements where appropriate.
Provide market feedback on talent availability, compensation, competition, notice periods, and skill supply.
Establish clear hiring priorities, timelines, and recruitment strategies for every business unit.
Maintain continuous communication with stakeholders until positions are successfully closed.

Hiring Manager Pulse

Create a regular hiring-manager pulse mechanism to understand:

Quality of profiles
Interview effectiveness
Recruitment turnaround time
Candidate quality
Offer acceptance
Candidate experience
Communication effectiveness
Areas requiring improvement
Recruitment Innovation & Out-of-the-Box Hiring
We are specifically looking for someone who can rethink how recruitment is done.
The TA Lead will be expected to conceptualize and execute innovative hiring initiatives such as:
Recruiterathons
Hiring Hackathons
Talent Hackathons
Recruitment Drives
Mass Hiring Events
Virtual Hiring Days
Skill-based hiring campaigns
Niche Talent Campaigns
Talent Communities
Passive Candidate Engagement Programs
Employee Referral Campaigns
Campus Hiring Initiatives
Fresher Talent Programs
Alumni Talent Networks
Competitor Talent Mapping
Geo-specific Talent Drives
Social Recruiting Campaigns
AI-enabled sourcing initiatives
Recruitment contests and sourcing challenges
Specialized hiring projects for difficult-to-fill positions

The Candidate Should Continuously Ask

Is there a better, faster, smarter or more creative way to hire this talent

Niche & Difficult-to-Fill Role Strategy
Develop customized sourcing strategies for niche, specialized, confidential, or difficult-to-close positions.
For every critical role, evaluate:

Talent pool availability
Competitor organizations
Relevant industries
Target companies
Geographic talent concentration
Compensation benchmarks
Notice-period trends
Candidate movement
Skill availability
Talent seniority
Hiring feasibility

Create role-specific talent acquisition plans rather than applying a one-size-fits-all recruitment model.
Market Intelligence & Competitor Mapping
Build a strong Talent Market Intelligence capability for TekWissen.
Regularly monitor:

Competitor hiring trends
Talent movement
Emerging skill sets
Salary trends
Hiring hotspots
Talent availability by location
Competitor organizational growth
Hiring volumes
Attrition trends where information is available
New technology and skill requirements
Talent acquisition practices
Industry hiring patterns

Develop competitor and talent maps for strategically important roles.
Provide leadership with actionable insights such as:

Where is the talent
Who is hiring the talent
What are they paying
What skills are emerging
Where should TekWissen hire
What talent should we build pipelines for now

Workforce & Hiring Forecasting
Develop forward-looking recruitment forecasts in partnership with business leaders.
Maintain visibility into:

Current open positions
Expected upcoming requirements
Replacement hiring
Growth hiring
Seasonal hiring
Fresher / internship requirements
Critical skill requirements
Anticipated hiring challenges
Talent availability
Recruitment capacity

Create proactive talent pipelines for future requirements rather than waiting for requisitions to open.
Candidate Screening & Selection
Own the quality of candidates entering the interview process.
Responsibilities include:

Resume screening
Candidate qualification
Initial recruiter interviews
Competency assessment
Communication and behavioral assessment
Compensation discussions
Notice-period validation
Motivation and career assessment
Role-fit evaluation
Candidate profiling
Interview coordination
Hiring-manager feedback management

For critical roles, provide hiring managers with structured candidate summaries and market context.
Spotlight Calls & Candidate Engagement
Develop a strong candidate engagement process throughout the hiring lifecycle.
Own or coordinate:

Spotlight calls
Candidate expectation setting
Role discussions
Career opportunity conversations
Interview preparation
Offer discussions
Counter-offer management
Joining commitment
Pre-joining engagement

Ensure candidates receive a consistent and professional TekWissen experience from first contact through joining.
Offer Management & Closure
Drive the complete offer process and maximize offer-to-join conversion.
Monitor:

Offers released
Offer acceptance
Offer declines
Counter offers
Dropouts
Notice periods
Joining commitments
Joining conversions

Identify patterns behind offer declines and develop corrective strategies.
Onboarding & Post-Hire Talent Analytics
Recruitment success should not end when the candidate joins.
The TA Lead will establish a 1–90 Day New Hire Success Measurement framework.
Track and analyze:
Day 1–7

Joining experience
Onboarding completion
Documentation
Initial engagement

Day 30

Manager feedback
Role alignment
Early performance indicators
Employee experience
Potential concerns

Day 60

Performance trajectory
Productivity
Manager satisfaction
Engagement

Day 90

Performance
Productivity
Retention
Hiring quality
Role fit
Hiring-manager satisfaction
Recruitment ROI

Use these insights to determine which recruitment sources, recruiters, hiring channels, and selection methods produce the best employees.
Recruitment ROI & Performance Analytics
Build a data-driven TA dashboard covering:

Time to Source
Time to Screen
Time to Interview
Time to Offer
Time to Hire
Offer Acceptance Rate
Offer-to-Join Ratio
Source-to-Hire Ratio
Interview-to-Selection Ratio
Recruitment Funnel Conversion
Cost per Hire
Quality of Hire
30/60/90-Day Performance
Early Attrition
Hiring Manager Satisfaction
Candidate Experience
Recruiter Productivity
Source Effectiveness

Move recruitment conversations from:

How many people did we hire

Did we hire the right people, from the right sources, at the right cost, with the right business outcome

Recruitment Process Improvement
Continuously evaluate and improve the TA operating model.
Identify opportunities to improve:

Sourcing
Screening
Interview processes
Interview turnaround time
Hiring-manager responsiveness
Candidate experience
Offer conversion
Joining conversion
Recruitment technology
Recruitment analytics
Employer branding
Talent pipeline development

Introduce automation, AI tools, analytics, and technology wherever they can improve recruitment effectiveness.
Employer Branding & Talent Attraction
Partner with HR and business leadership to strengthen TekWissen's employer brand.
Develop initiatives across:

LinkedIn
Social recruiting
Employee stories
Employee referral campaigns
Hiring campaigns
Campus branding
Recruitment events
Talent communities
Digital employer branding
Candidate engagement

Create compelling campaigns that make TekWissen a destination for high-quality talent.
Campus, Internship & Fresher Hiring
Build scalable programs for:

Campus recruitment
Graduate hiring
Internship programs
Fresher hiring
Graduate talent communities
University partnerships
Technical hiring events
Assessment-based hiring

Develop a sustainable pipeline of early-career talent for future organizational growth.
Recruitment Team Leadership
Depending on organizational structure, the TA Lead may manage recruiters / sourcers and will be responsible for building a high-performance recruitment culture.
Responsibilities may include:

Recruiter productivity
Recruitment targets
Funnel management
Daily / weekly performance reviews
Coaching and mentoring
Sourcing strategy
Quality control
Recruiter capability development
Performance management
Best-practice sharing

Encourage recruiters to become Talent Advisors, not simply profile generators.

Essential

REQUIRED EXPERIENCE

7–12+ years of progressive Talent Acquisition / Recruitment experience, preferably with significant corporate hiring exposure.
Experience managing recruitment across multiple functions.
Strong stakeholder and hiring-manager management experience.
Demonstrated experience with niche and difficult-to-fill positions.
Experience building recruitment strategies and talent pipelines.
Strong understanding of PAN-India talent markets.
Strong interviewing and candidate assessment skills.
Experience with recruitment analytics and metrics.
Strong communication and influencing capabilities.

Strongly Preferred

Experience in one or more of the following:

Recruiterathons
Hackathons
Hiring Hackathons
Recruitment campaigns
Campus hiring programs
Mass hiring initiatives
Talent mapping
Competitor mapping
Talent intelligence
Employer branding
Recruitment analytics
AI / technology-enabled recruitment
Talent community building
Innovative sourcing programs
Fresher / internship programs

IDEAL CANDIDATE PROFILE

We are looking for someone who is:

Creative — challenges traditional recruitment methods.
Business-minded — understands why the business is hiring, not just what position needs to be filled.
Data-driven — uses metrics and analytics to improve hiring outcomes.
Curious — constantly studies the talent market and competitor landscape.
Proactive — builds talent pipelines before requirements become urgent.
Influential — can partner confidently with hiring managers and business leaders.
Experimental — willing to test new ideas and measure their impact.
Execution-oriented — turns recruitment ideas into measurable hiring results.
Candidate-focused — understands that candidate experience directly impacts employer brand and hiring success.

KEY PERFORMANCE INDICATORS

The success of this role will be measured through a balanced combination of hiring delivery, quality, stakeholder experience, innovation, and business impact.
Hiring Delivery

Positions closed
Time to Hire
Critical-role closure
Hiring forecast accuracy

Hiring Quality

Quality of Hire
30/60/90-day performance
Early attrition
Hiring-manager satisfaction

Candidate Conversion

Screening-to-interview ratio
Interview-to-offer ratio
Offer acceptance rate
Offer-to-join ratio

Market Intelligence

Talent maps created
Competitor intelligence
Critical-skill availability
Market compensation insights

Innovation

New recruitment initiatives launched
Recruiterathons / Hackathons
New sourcing channels
Talent communities created
Innovation-driven hires

Business Partnership

Weekly hiring-manager connects
Stakeholder satisfaction
Forecasting accuracy
Hiring plan adherence

Recruitment ROI

Cost per hire
Source effectiveness
Recruiter productivity
Hiring channel ROI
New-hire performance

SUCCESS IN THE FIRST 90 DAYS

First 30 Days — Understand

Understand TekWissen's business units and organizational structure.
Meet key hiring managers and business stakeholders.
Review existing recruitment processes and metrics.
Understand current hiring demand and pipeline.
Identify critical hiring challenges.
Conduct an initial talent-market assessment.

Days 31–60 — Build

Establish hiring-manager connect cadence.
Develop hiring forecasts.
Build talent maps for priority roles.
Establish recruitment dashboards.
Identify sourcing gaps.
Introduce targeted sourcing strategies.
Launch at least one recruitment innovation initiative.

Days 61–90 — Transform

Establish a repeatable TA operating rhythm.
Launch proactive talent pipelines.
Implement market intelligence reporting.
Establish 30/60/90-day new-hire feedback mechanisms.
Implement recruitment ROI tracking.
Launch a measurable innovative hiring campaign / Recruiterathon / Hackathon / specialized hiring project.
Present a Corporate Talent Acquisition Transformation Roadmap to HR leadership.

EDUCATION

Bachelor's degree required.
MBA / PGDM in Human Resources, Talent Management, Business Administration, or a related discipline is preferred.
Relevant professional certifications in Talent Acquisition, HR Analytics, Sourcing, or related areas will be an advantage.

LOCATION

Visakhapatnam
The role will support PAN-India hiring and may require interaction with business leaders, hiring managers, candidates, universities, recruitment partners, and other stakeholders across India.

WHY THIS ROLE IS DIFFERENT

This is not a traditional recruitment role.
The person joining this position will have the opportunity to help build a modern, data-driven and innovation-led Corporate Talent Acquisition function at TekWissen.
We are looking for someone who can move beyond:

Requisition → Resume → Interview → Offer → Join

and build:

Workforce Intelligence → Talent Mapping → Proactive Pipelines → Innovative Hiring → Candidate Experience → Quality of Hire → Performance → Retention → ROI

If you are someone who enjoys solving difficult hiring problems, experimenting with new recruitment models, understanding talent markets, influencing business leaders, and building scalable talent strategies, this role offers an opportunity to make a significant organizational impact.

Core Philosophy