Lead – Recruitment & Talent Acquisition
Location: Gurgaon
Department: Human Resources / Talent Acquisition
Reporting To: Leadership / Functional Hiring Stakeholders
Employment Type: Full-time
Company Profile
Ken Research is a strategic consulting and market intelligence firm that works across market research, consulting, surveys, expert-led insight, and procurement intelligence. Its positioning highlights data-driven strategy, tailored consulting, survey-led intelligence, expert panel capabilities, and decision support for enterprises across sectors and regions. The firm's public-facing positioning also emphasizes work with businesses across growth strategy, competitive intelligence, and specialized research mandates.
At Ken Research, talent acquisition is not a transactional support function. It is a strategic enabler for building the consulting, technology, digital, and operational capabilities required to serve a high-growth, consulting-led business. This role therefore needs to operate with speed, judgment, market awareness, and strong closure discipline. The company's careers positioning also reflects a fast-paced, growth-oriented environment built around market research, consulting, and data-driven execution.
Role Overview
Ken Research is looking for a Lead – Recruitment & Talent Acquisition to drive hiring across key business functions, with a strong focus on Consulting, Technology, and Digital Marketing. This is a high-intensity, execution-led recruitment role for someone who knows how to source aggressively, assess sharply, manage multiple pipelines, and close quality talent with speed and consistency.
The role is designed for a recruiter who can work directly with leadership, understand business requirements quickly, and translate hiring demand into structured talent pipelines and strong closure outcomes. This is not a generalist HR role. It is a hardcore recruitment mandate with full ownership across sourcing, screening, process management, stakeholder alignment, and offer closure.
The ideal candidate should bring 5–7 years of dedicated recruitment experience and a proven ability to hire for niche, high-demand, and business-critical roles in a fast-moving environment.
Key Responsibilities1) Full-Cycle Talent Acquisition
- Own end-to-end recruitment across major business verticals
- Build proactive and high-quality talent pipelines for current and upcoming hiring needs
- Run structured and efficient hiring processes from sourcing to offer closure
- Deliver strong closure ratios while maintaining speed, quality, and role-fit
- Manage multiple open positions simultaneously with clear prioritization and execution discipline
2) Consulting Recruitment
- Lead hiring for research and consulting roles such as Analysts, Consultants, Senior Consultants, Project Leads, and related profiles
- Evaluate candidates for analytical ability, communication clarity, structured thinking, and consulting readiness
- Build continuous pipelines for consulting hiring based on ongoing business demand
- Partner closely with consulting leadership to refine role expectations and hiring decisions
3) Technology Recruitment
- Hire across Backend, Frontend, AI/ML, DevOps, Product, and adjacent technology functions
- Understand modern technology stacks and role requirements across areas such as Python, Django, Next.js, Node.js, AI/LLM engineering, system design, and related capabilities
- Coordinate effectively with technical evaluators and hiring managers to ensure quality assessments
- Improve hiring efficiency for hard-to-close and niche technology roles
4) Digital Marketing Recruitment
- Lead recruitment for SEO, performance marketing, content, social media, automation, and related digital functions
- Evaluate candidates through portfolios, campaign understanding, growth metrics, and functional depth
- Ensure quality fit across both execution-heavy and strategy-led marketing roles
- Support rapid scaling for high-priority digital functions
5) Recruitment Operations & Leadership Coordination
- Maintain clear dashboards, trackers, hiring pipelines, and weekly status updates
- Communicate tightly with leadership on priorities, candidate quality, bottlenecks, and hiring decisions
- Ensure a strong candidate experience across outreach, interviews, feedback loops, negotiation, and closure
- Bring process discipline, urgency, and clarity to all recruitment touchpoints
- Continuously improve recruitment workflows, sourcing approaches, and closure practices
Candidate Profile
We are looking for someone who treats hiring as a business-critical function, not an administrative process. The ideal candidate should be highly execution-driven, commercially aware, and confident in operating directly with senior stakeholders. They should know how to identify strong talent early, drive momentum through the funnel, and close candidates effectively in competitive hiring situations.
This role is best suited for a recruiter who thrives in high-growth environments, can manage pressure well, and is comfortable handling both volume and complexity across multiple hiring tracks.
Skills & ExperienceCore Hiring Expertise
- 5–7 years of dedicated recruitment experience is mandatory
- Proven success in hiring across Consulting, Technology, and Digital Marketing
- Strong command over sourcing, headhunting, and talent mapping
- Hands-on experience with LinkedIn Recruiter and similar sourcing platforms preferred
- Demonstrated ability to close niche and senior roles with consistency and precision
Functional Understanding
- Strong familiarity with consulting talent requirements and candidate fit parameters
- Working understanding of modern technology stacks and engineering role structures
- Good exposure to digital marketing functions, capabilities, and evaluation criteria
Soft Skills
- High ownership and urgency
- Strong candidate evaluation and negotiation capability
- Ability to work in a high-speed, high-growth, leadership-facing environment
- Strong communication, coordination, and process discipline
What Success Looks Like in This Role
- Critical roles are closed with speed, quality, and strong stakeholder confidence
- Talent pipelines are proactive rather than reactive
- Candidate experience remains strong even in fast-paced hiring cycles
- Leadership gets clear visibility on hiring status, risks, and decision points
- The recruitment engine becomes a competitive strength for scaling Ken Research's consulting, technology, and digital capabilities
Why Join Ken Research
- Ken Research's public positioning reflects a business that combines consulting, market intelligence, surveys, expert panel capabilities, and procurement-oriented research solutions, creating a broad and dynamic hiring environment across multiple specialized functions. The careers platform also highlights learning, growth, and exposure to market research, strategy consulting, and data-driven business work. This makes the role well suited for recruiters who want to build and scale talent in a high-ownership consulting environment.
