About the Role
A driven Talent Acquisition professional who independently manages end-to-end recruitment for non-IT roles, partners with hiring managers to attract top talent, builds proactive pipelines, and ensures an excellent candidate experience from sourcing through offer closure.
KEY RESPONSIBILITIES
A. Recruitment Execution
- Independently manage end-to-end recruitment for non-IT roles.
- Conduct intake meetings to define requirements, competencies, and timelines.
- Source and shortlist candidates via portals, social platforms, networks, and referrals.
- Ensure timely role closures within agreed SLAs and quality benchmarks.
- Maintain a proactive talent pipeline for critical and recurring roles.
B. Candidate Engagement & Offer Coordination
- Drive interview scheduling, communication, feedback collection, and updates.
- Maintain consistent candidate engagement to minimize drop-offs.
- Facilitate offer discussions within compensation guidelines and market benchmarks.
- Ensure smooth handover to People & Culture Ops for onboarding initiation.
C. Stakeholder Collaboration & Communication
- Serve as the SPOC for hiring managers on all assigned positions.
- Share weekly hiring progress reports — pipeline status, challenges, next steps.
- Set realistic expectations on timelines, candidate availability, and market dynamics.
D. Process Compliance & Data Management
- Maintain real-time updates in the ATS and recruitment trackers.
- Ensure standardized documentation of feedback and hiring decisions.
- Generate dashboards and reports for leadership visibility.
- Adhere to all People & Culture policies, compliance, and data privacy norms.
E. Continuous Improvement
- Identify opportunities to reduce TAT and improve sourcing efficiency.
- Stay current on hiring trends and best practices in non-IT recruitment.
- Recommend new sourcing tools or assessment methodologies to strengthen outcomes.
ROLE REQUIREMENTS
Education & Experience
- MBA / PGDM in HR or equivalent postgraduate qualification preferred.
- 3–5 years in Talent Acquisition with strong non-IT hiring focus.
- Experience in cross-functional recruitment with multiple stakeholders.
- Track record of success in high-volume and specialized hiring.
Technical & Functional Skills
- Strong command of full-cycle recruitment and advanced sourcing.
- Proficiency in ATS tools — Workday, Taleo, Greenhouse, or similar.
- Working knowledge of Naukri, LinkedIn, Indeed, and social recruiting.
- Ability to build and analyze recruitment dashboards using Excel or HR tools.
Soft Skills & Competencies
- Excellent verbal and written communication skills.
- Strong stakeholder management and influencing ability.
- Sharp negotiation skills for offer management and candidate engagement.
- Ability to prioritize multiple roles in a fast-paced environment.
- High ownership, accountability, and bias for action.
KEY PERFORMANCE INDICATORS
- Time-to-Fill (TAT) - Days to close roles within SLA
- Positions Closed - Roles closed within hiring period
- Offer Acceptance Rate- Offers accepted vs. offers made
- Quality of Hire - Performance & retention of hires
- Pipeline Health - Active candidates per stage
- Candidate Experience - Post-process feedback scores
- ATS Data Accuracy - ATS completeness & timeliness
What Makes a Great Fit
- Proven track record of reducing time-to-fill without compromising quality.
- Experienced in managing high-volume and niche non-IT hiring independently.
- Comfortable in fast-paced, ambiguous recruitment environments.
- Data-driven mindset with ability to derive insights from hiring metrics.
- Strong ownership over the full recruitment lifecycle.
