Talent Acquisition Manager

Talent Acquisition Manager

• Experience: 9–10 Years
• Location: Noida
• Department: Human Resources / Talent Acquisition
• Industry: Fintech / Lending / BFSI
• Employment Type: Full-Time
• Female specific

About LoansJagat

LoansJagat is a technology-driven lending marketplace focused on simplifying access to credit by connecting customers with relevant financial solutions. As we continue to scale our business, we are looking for an experienced Talent Acquisition Manager who can build strong hiring capabilities and support the organisation's growth through effective talent strategies.

Job Purpose

The Talent Acquisition Manager will be responsible for leading the end-to-end recruitment function, driving hiring strategy across business and corporate functions, managing recruitment teams, and partnering closely with business leaders to ensure timely and quality hiring.

The role requires strong expertise in bulk hiring, lateral hiring, leadership hiring, talent sourcing, recruitment operations, and stakeholder management, along with the ability to build scalable and efficient hiring processes.

Key Responsibilities

1. Talent Acquisition Strategy

• Develop and execute the annual and monthly talent acquisition strategy aligned with business requirements.
• Own hiring plans, recruitment targets, timelines, and manpower requirements across functions.
• Build effective sourcing strategies for both volume and specialised hiring.
• Ensure timely closure of critical and business-sensitive positions.
• Identify opportunities to improve hiring efficiency, quality, and turnaround time.

2. Team Leadership & Management

• Lead and manage the Talent Acquisition team, including recruiters and sourcing specialists.
• Set individual and team-wise hiring targets and monitor performance.
• Coach the team on sourcing, screening, interviewing, negotiation, and candidate closure.
• Build a performance-driven recruitment culture with clear accountability.
• Support hiring and development of the TA team as the organisation scales.

3. Stakeholder Management

• Partner with founders, business heads, department leaders, and hiring managers to understand manpower requirements.
• Drive regular hiring reviews and provide visibility on open positions, pipeline, closures, and challenges.
• Ensure clear understanding of JDs, candidate expectations, compensation benchmarks, and hiring timelines.
• Act as a strategic recruitment partner to business leaders.

4. Sourcing & Hiring

• Drive end-to-end recruitment across sales, operations, technology, product, finance, HR, and other corporate functions.
• Develop strong sourcing channels through job portals, LinkedIn, employee referrals, agencies, networking, and direct sourcing.
• Lead bulk and volume hiring initiatives while maintaining quality of hire.
• Handle critical and senior-level positions independently.
• Build and maintain strong candidate pipelines for recurring and niche requirements.

5. Recruitment Operations & Process Excellence

• Establish and maintain structured recruitment processes from requisition to onboarding.
• Monitor key recruitment metrics including Time to Hire, Time to Fill, Cost per Hire, Source Effectiveness, Offer-to-Join Ratio, and Quality of Hire.
• Maintain accurate recruitment MIS and provide regular hiring reports to leadership.
• Identify process gaps and implement improvements to enhance recruiter productivity and candidate experience.
• Ensure adherence to defined recruitment policies and processes.

6. Employer Branding & Candidate Experience

• Strengthen the organisation's employer brand across relevant hiring platforms and professional networks.
• Partner with HR and business teams to improve candidate engagement and overall hiring experience.
• Support recruitment campaigns, employee referral initiatives, campus hiring, and other talent attraction programs.
• Build a strong talent pipeline and market presence for the organisation.

7. Vendor & Recruitment Partner Management

• Manage relationships with recruitment agencies, consultants, job portals, and other hiring partners.
• Evaluate vendor performance based on quality, turnaround time, and closure ratio.
• Negotiate and manage recruitment partner commercials where required.
• Ensure external hiring partners adhere to organisational recruitment standards.

Key Requirements

• Mandatory 9–10 years of proven experience in Talent Acquisition / Recruitment, preferably within Fintech, BFSI, Lending, E-commerce, Technology, or other high-growth organisations.
• Strong experience in managing both bulk hiring and lateral hiring.
• Prior experience in managing a Talent Acquisition team.
• Strong exposure to sales and volume hiring will be an added advantage.
• Experience in handling mid-to-senior-level and critical hiring mandates.
• Strong understanding of sourcing channels, recruitment tools, market mapping, and talent intelligence.
• Excellent stakeholder management and communication skills.
• Strong analytical ability with hands-on experience in recruitment MIS and hiring metrics.
• Ability to work in a fast-paced, target-driven environment.
• Strong negotiation, candidate management, and closure skills.
• Ability to independently manage multiple hiring priorities and deliver within defined timelines.

Key Performance Indicators

• Hiring target achievement
• Time to Fill / Time to Hire
• Offer-to-Joining Ratio
• Quality of Hire
• Source-wise conversion and effectiveness
• Recruiter productivity
• Cost per Hire
• Critical position closure
• Stakeholder satisfaction
• Employee retention / early attrition of new hires

Ideal Candidate

A strong understanding of volume hiring, business hiring, market mapping, recruitment analytics, and talent strategy is essential. The person should be able to build a scalable TA function while ensuring speed, quality, and a strong candidate experience.