Head of Recruitment

Role: Head of Talent Acquisition (GCC Business Unit)

Location: [Bangalore/Remote]

Role Summary

We are seeking a strategic Head of Talent Acquisition to lead the hiring function for our GCC

Business Unit. This role demands a leader who can blend the speed and agility of staffing with

the process rigor and quality standards of a Global Capability Center. You will act as a Project

Lead for Talent, transforming undefined hiring mandates into structured, executed delivery

plans. You will govern the quality threshold, managing complex stakeholder relationships with

the authority to advise, pivot, and push back when necessary to ensure long-term business

success.

Key Responsibilities

1. Strategic Talent Planning & Project Management

Talent Delivery as a Project: Approach hiring mandates with a project management

mindset. Break down complex requirements into actionable hiring plans, anticipating

variability and resource needs well in advance.

Sourcing Strategy & Cost Optimization: Design and execute a multi-channel sourcing

strategy that reduces dependence on high-cost vendors. Drive margin improvements by

identifying and utilizing high-quality, low-cost sourcing channels.

Resourcefulness & Adaptability: Operate effectively within a high-velocity, fluid

environment. Demonstrate the ability to switch gears instantly between high-volume

operational hiring and niche, focused GCC searches depending on business criticality.

2. Stakeholder Management & Governance

Strategic Advisory: Serve as a trusted advisor to Business Unit Heads and Customers.

You are expected to validate requirements rigorously and offer consultative pushback on

unrealistic demands or parameters that do not align with market realities.

Gatekeeper of Standards: Exercise decision-making authority on candidate quality. You

will have the mandate to decline requests or profiles that do not meet the strict qualifying

parameters, regardless of pressure to fill roles quickly.

Ecosystem Orchestration: Manage the complete ecosystem of internal teams and

external vendors. Ensure all partners understand the specific GCC Context vs.

Staffing Context and deliver according to the distinct quality benchmarks of each.

3. Operational Excellence & Quality Assurance

Quality-First Execution: Maintain focus on Quality over Volume. Implement rigorous

screening layers to ensure the Quality of Hire (QoH) remains high, measuring success

by candidate performance post-deployment rather than just offer acceptance.

Process Optimization: Reduce Turnaround Time (TAT) by streamlining the feedback

loop between sourcing teams and technical panels, ensuring Cost of Vacancy does not

impact product delivery.

Capacity Forecasting: Proactively forecast hiring needs to manage team bandwidth

effectively, ensuring the recruitment engine runs smoothly without burnout or

bottlenecks.

Candidate Profile

Experience: 10+ years in Talent Acquisition, with a mandatory background combination

of Staffing/Agency (for agility) and GCC/Product environments (for process & quality).

Core Competency: Proven ability to manage Multi-variate roles and complex demand

cycles.

Stakeholder Skills: High-level influencing skills with the confidence to present

data-backed roadblocks to senior leadership (CIOs/VPs) and negotiate timelines or

profiles.

Operational Mindset: Strong grasp of operational metrics (SLA, TAT, QoH) and the

ability to translate business goals into recruitment project plans.