Talent Acquisition Manager

Job Description for TA Manager/Head

Company Description (www.innefu.com)

Founded in 2010, Innefu is an AI Driven R&D company providing cutting edge Data Analytics and Information Security solutions. The company was started with a clear focus to carry out high Tech R&D which fuels innovation and leads to products which can capture the global market and be the cornerstone of the economy of the country.

With more than 100+ installations across Indian Subcontinent, Middle East and Southeast Asia, the company is today a de-facto leader in developing and deploying AI for National and cyber-Security.

The company with its own range of products serves a diverse client base including Defense and Intelligence organizations, Law Enforcement Agencies, Financial Intelligence Units, BFSI as well as top Fortune 500 companies.

Having worked with some of the most sensitive organizations, the company has a deep understanding of handling sensitive and critical installations. The company has a clear focus on developing state-of-the-art products oriented towards solving real world problems of our clients with exemplary support to ensure 100% customer satisfaction.

Job Description:

The TA Manager will own the complete recruitment lifecycle for Innefu Labs — from workforce planning and sourcing strategy through offer closure and onboarding. This is a hands-on leadership role for someone who can operate at both the strategic level (process design, hiring governance, stakeholder management, leadership/CXO hiring) and the execution level (managing a team of recruiters, driving TAT and quality metrics, and personally closing critical/niche positions when required).

Key Responsibility:

• Own the complete hiring lifecycle — manpower planning, requisition intake, sourcing, screening, interview coordination, offer negotiation, and closure.
• Partner with business/department heads to translate hiring needs into clear role scorecards and sourcing strategies.
• Track and report hiring funnel metrics (TAT, source mix, offer-to-join ratio, cost per hire, drop-off rate) to leadership on a regular cadence.
• Lead, mentor, and manage a team of 8–10 recruiters, including team leads/senior recruiters handling different hiring verticals.
• Set individual and team targets (open positions, TAT, quality of hire), and conduct regular performance reviews.
• Build capability within the team through training on sourcing techniques, technical screening, and stakeholder management.
• Drive a culture of ownership, urgency, and data-driven recruiting within the TA team.
• Audit and redesign the current hiring process to remove bottlenecks, reduce TAT, and improve quality of hire.
• Standardise interview frameworks, evaluation scorecards, and structured assessment processes across technical and business roles.
• Implement/optimise use of ATS and recruitment tools for pipeline visibility, reporting, and workflow automation.
• Define and continuously refine SLAs between TA and hiring managers across all business units
• Own the onboarding process end to end — pre-joining engagement, documentation, induction, and first 90-day experience — to reduce early attrition.
• Build feedback loops with hiring managers post-onboarding to continuously validate and improve quality-of-hire metrics.
• Partner with L&D/HRBP teams to ensure a seamless transition from candidate to productive employee.
• Personally drive and close CXO and senior leadership mandates (e.g., CRO, Sales Head, Engineering Manager, Product Manager, AI Head) within the AI/data/cybersecurity/technology vertical.
• Build and manage a strong network/pipeline of passive senior leadership talent, including via executive search partners where required.
• Lead hiring for niche and critical roles — Centre of Excellence (CoE) leads, Subject Matter Experts (SMEs), and specialised technical experts — that demand deep market mapping and targeted headhunting.
• Manage confidential and business-critical hiring mandates directly with founders/CXO stakeholders.
• Demonstrate strong technical fluency to independently evaluate and engage AI/ML, Data Science, Data Engineering, and Cybersecurity talent — understanding role requirements deeply enough to have credible conversations with candidates and hiring managers.
• Drive hiring across business-critical functions — Sales, Pre-Sales, Product, Delivery, and Operations — in addition to technical roles.
• Build talent pipelines and market intelligence (compensation benchmarks, competitor mapping, talent availability) for both technical and business verticals.

Must-Have Requirements

• 10–15 years of progressive TA experience, with proven ownership of the end-to-end recruitment lifecycle.
• Demonstrated experience managing a team of 8–10 recruiters, including performance management and capability building.
• Hands-on experience designing/fixing recruitment processes and building/owning onboarding programs focused on quality of hire.
• Strong technical understanding of AI/ML, Data Analytics, and/or Cybersecurity hiring — able to assess technical talent independently.
• Proven track record of closing CXO/leadership-level mandates at scale (e.g., CRO, Sales Head, Engineering Manager, Product Manager, AI Head, CoE Leads, SMEs) — ideally within the same or adjacent technology vertical.
• Experience handling critical, confidential, and business-sensitive hiring mandates directly with senior leadership.
• Strong stakeholder management, negotiation, and offer-closing skills at senior levels.
• Working knowledge of ATS platforms, recruitment analytics, and modern sourcing tools (LinkedIn Recruiter, Boolean search, market mapping).