Senior Talent Acquisition Specialist

About Invisia Software

The opportunity

Key responsibilities

• Role understanding and search: Partner with hiring managers to clarify outcomes, essential skills, experience, seniority, compensation and selection criteria; build practical sourcing plans and targeted Boolean searches.
• Independent sourcing: Identify and engage candidates through Naukri, LinkedIn, referrals, direct outreach and relevant talent communities; build quality shortlists rather than forwarding unfiltered profiles.
• Screening and evaluation: Review CVs critically; conduct structured pre-interview screening covering role relevance, evidence of delivery, technical exposure, communication, motivation, availability and compensation fit; document clear recommendations and concerns.
• Technical and cross-functional hiring: Recruit across backend, frontend/web, mobile/Flutter, QA, DevOps, UI/UX, product management, business analysis, project management and research, alongside marketing, finance, HR, legal, sales and operations as required.
• Candidate and stakeholder management: Communicate confidently and professionally with mid-level and senior candidates; explain opportunities accurately, manage expectations, coordinate assessments and interviews, gather feedback and maintain timely follow-up.
• Pipeline and offer execution: Own assigned vacancies through sourcing, screening, interviews, selection and offer coordination; support compensation discussions within approved ranges and manage candidate engagement through joining.
• Recruitment discipline: Maintain accurate ATS/trackers and weekly funnel visibility, including pipeline stage, shortlist quality, interview outcomes, ageing, offer status and hiring blockers; suggest practical process improvements.

What we are looking for

• 4–8 years of hands-on talent acquisition experience, ideally with strong exposure to software engineering and technology/product hiring.
• Proven ability to independently source, screen and progress candidates for varied technical roles, including at least some mid-to-senior positions.
• Working understanding of modern software roles and skill distinctions, with the judgment to ask useful screening questions without claiming to replace technical interviewers.
• Comfort with sourcing tools, Boolean search, outreach, structured screening, interview coordination and candidate pipeline reporting.
• Clear written and verbal communication, sound candidate judgment, follow-through and confidence engaging senior professionals.
• Ability to work across changing priorities in a lean team, with limited supervision and without relying on a large recruitment support structure.

Good to have

What success looks like

Why join us