1. Strategic Mid & Senior-Level Hiring
- Lead end-to-end recruitment for mid to senior-level roles across business functions.
- Independently manage leadership and niche hiring mandates.
- Develop and execute hiring strategies aligned with business growth plans.
- Ensure quality talent acquisition within defined TAT and budget.
2. Industry-Specific Talent Mapping & Market Intelligence
- Leverage strong understanding of the real estate industry
- Conduct competitor mapping and talent landscaping within the real estate sector.
- Build proactive pipelines for critical and leadership roles.
- Stay updated on compensation trends and hiring benchmarks in the industry.
3. Stakeholder & Leadership Collaboration
- Partner closely with business heads and functional leaders to understand manpower planning needs.
- Provide consultative inputs on role design, compensation positioning, and hiring feasibility.
- Drive structured interview and assessment processes for senior-level positions.
- Ensure high stakeholder satisfaction and timely closure of mandates.
4. Recruitment Process Excellence & Employer Branding
- Ensure compliance with recruitment SOPs, documentation, and reporting standards.
- Optimize sourcing channels (consultants, referrals, job portals, networking).
- Maintain strong candidate experience throughout the hiring lifecycle.
- Contribute to employer branding initiatives within the real estate talent market.
5. Offer Management, Negotiation & Onboarding Success
- Lead compensation discussions and negotiate offers for mid and senior-level candidates.
- Drive offer-to-join ratio improvements and minimize drop-offs.
- Ensure smooth pre-boarding and onboarding coordination.
- Track hiring metrics (TAT, cost per hire, quality of hire, retention).
