Talent Acquisition Leader
6 days ago
CRITERIA:
• More than 15 years of experience in managing end-to-end recruitment in a
fast-paced, predominantly technology hiring environment.
• Experience working in a start-up ecosystem is highly desirable and will be a
key differentiator.
• Exposure to hiring for skills in niche and emerging technologies.
• Technical bent of mind and a flair to understand the technology hiring
needs of clients and be able to advise clients on the talent landscape.
• Experience hiring across multiple career levels from entry-level to
leadership talent.
• Demonstrated experience in hiring high volumes and against tight
deadlines
• Managed diverse recruitment teams that worked in different engagement
models like source/screen/present and end-to-end. Ability to manage
teams that are not co-located.
• Ability to conceptualise, manage and execute mid to large-scale
assessment centres/hiring drives/weekend drives to fulfil bulk demands
against stiff timelines.
• Create growth opportunities within existing clients through seamless
service delivery
ROLES AND RESPONSIBILITIES:
• Creating talent acquisition strategies based on the client's requirements. Act as a Talent Acquisition business partner to our clients.
• Participating in strategic meetings and providing talent insights and talent
landscape for the client requirement
• Advising clients on the talent availability and effective hiring process
relevant to the market
• Drive innovative, out-of-the-box and creative methods of sourcing and
hunting to find the best talent for rapid-growth tech start-ups.
• Build talent communities of high-potential tech talent in the high-demand
skill and domain areas.
• Building and engaging with the start-up community to know the latest
talent acquisition trends / key team/talent movements.
• Driving recruitment teams to achieve service delivery as per the agreed
SLA.
• Managing the KPIs for each engagement and reporting them on a periodic
schedule to key stakeholders both internal and clients. You will be
expected to present these reports to leadership both internal and clients
• Ensuring the in-house applicant tracking system is always used diligently
and kept up to date with accurate job and candidate data. In the case of
using a client system, the same level of engagement is expected.
• Managing key client stakeholders and being one point of issue/escalation
resolution.
• Build, train, and coach a high calibre team of recruiters who are trained in
the ways of working of the start-up talent ecosystems and have strong box
talent attraction skills
• Engaging Vendors as and when required keeping in view the overall cost of
hiring and the impact it will have on the overall budget of the
engagement.
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