Talent Acquisition Specialist

Talent Acquisition Specialist

Location: Gurugram

Function: Human Resources – Talent Acquisition

Reporting To: TA Lead

Experience: 5–8 years

Role Purpose

Own end-to-end hiring for assigned business areas with clear accountability for pipeline quality, speed of closure, stakeholder experience and joining conversion.

This is a hands-on recruitment role requiring strong sourcing capability, business understanding, data discipline and independent ownership from requisition to joining.

Key Responsibilities

End-to-End Hiring

• Independently manage hiring across assigned functions and levels.
• Understand the business need behind each role and translate it into an effective sourcing strategy.
• Build relevant candidate pipelines through direct sourcing, market mapping, referrals, portals and external partners.
• Screen and assess candidates for role fit, capability, motivation and compensation alignment.
• Coordinate interview processes, drive timely feedback and maintain momentum through closure.
• Manage offer negotiation, candidate engagement and pre-joining follow-through.
• Maintain backup pipelines for critical and priority roles.

Business & Talent Market Understanding

• Build strong understanding of the assigned business, roles, skills and competitor talent landscape.
• Track market availability, compensation benchmarks and sourcing challenges.
• Share practical market insights with hiring managers to enable realistic and faster hiring decisions.
• Proactively identify future talent pools rather than sourcing only against open positions.

Stakeholder Management

• Partner closely with hiring managers and business leaders on role clarity, hiring priorities and timelines.
• Drive stakeholders for timely interviews, feedback and decisions.
• Flag ageing positions, pipeline gaps or compensation constraints early.
• Maintain clear and transparent communication throughout the hiring lifecycle.

Metrics & Recruitment Discipline

Own and track key hiring metrics including:

• Open vs Closed Positions
• Time to Fill / Hiring SLA
• Position Ageing
• Pipeline Coverage
• Interview-to-Offer Ratio
• Offer Acceptance
• Offer-to-Join Conversion
• Source Effectiveness
• Candidate Drop-offs
• Hiring Plan vs Actual

Ensure all recruitment data is current, accurate and review-ready.

Ownership & Agility

• Work independently with minimal follow-up.
• Take complete ownership until the candidate joins.
• Respond quickly to changing business priorities.
• Anticipate hiring risks and act before they become escalations.
• Maintain high follow-through and accountability on commitments.
• Continuously improve sourcing effectiveness and recruitment execution.

What We're Looking For

• Strong hands-on experience in end-to-end recruitment.
• Proven ability to independently close roles within defined timelines.
• Strong direct sourcing, market mapping and candidate assessment capability.
• Good business and industry understanding.
• Strong stakeholder management and influencing skills.
• Comfortable working with hiring metrics, dashboards and Excel.
• Strong negotiation and candidate engagement capability.
• High ownership, urgency and execution discipline.
• Proactive, agile and comfortable handling multiple mandates simultaneously.