Talent Acquisition Team Lead

About the Role

We are looking for a hands-on Talent Acquisition Lead to build and run a high-performing recruitment team while personally closing a focused set of strategic roles. You will set the hiring strategy, coach a team of 67 recruiters, and keep our hiring process fast, fair and candidate-friendly. This is a player-coach role: roughly 70% leadership and 30% direct hiring.

Role & responsibilities

1. Team Leadership

• Lead, mentor and manage a team of 67 recruiters and sourcers; set goals, review performance and support career growth.
• Allocate requisitions across the team based on skills, capacity and business priority.
• Run weekly pipeline reviews, remove blockers and hold the team accountable to hiring SLAs.
• Onboard new team members and build a culture of ownership, collaboration and continuous learning.

2. Hiring Strategy and Delivery

• Partner with business leaders and hiring managers to forecast headcount, define role requirements and agree on hiring plans.
• Design sourcing strategies across job boards, LinkedIn, referrals, communities, campuses and agencies.
• Own the end-to-end recruitment process: intake, sourcing, screening, interview coordination, offer negotiation and closing.
• Strengthen employer branding and candidate experience at every stage.

3. Personal Hiring Target

• Directly own and close a small portfolio of critical or senior roles (depending on business needs).
• Lead by example in sourcing, assessment and closing quality.

4. Process, Data and Compliance

• Track and report key metrics: time-to-hire, time-to-fill, offer acceptance rate, source effectiveness, quality of hire and cost-per-hire.
• Manage the ATS, keep data clean and use insights to improve process.
• Manage agency and vendor relationships, including budgets and fee negotiations.
• Promote structured interviewing, diversity and inclusive hiring, and ensure compliance with labor laws and company policy.

Preferred candidate profile

Must Have

• 3–6 years of recruitment experience, including at least 2 years leading a team.
• Proven record of hiring across both technical and non-technical roles, ideally in a fast-growing environment.
• Strong sourcing skills and comfort with direct, hands-on recruiting.
• Experience with an ATS (Keka Hire) and recruitment analytics.
• Excellent stakeholder management, negotiation and communication skills.

Good to Have

• Experience with senior or leadership hiring.
• Exposure to employer branding, campus hiring or hiring at scale.
• Experience building recruitment playbooks and processes from scratch.

Key Metrics

• Time-to-fill and time-to-hire
• Offer acceptance rate
• Quality of hire and 6-month retention of new hires
• Candidate and hiring manager satisfaction
• Team engagement and recruiter productivity
• Personal closures against target

Perks and benefits