Business Development Head & Talent Acquisition Lead - US Staffing - IT Networking

1. Delivery Fulfilment & Project Staffing
- Own the fulfilment of delivery roles across active projects within the portfolio.
- Work closely with delivery leaders and project managers to understand staffing requirements and timelines.
- Ensure timely deployment of talent into projects based on skill alignment and delivery priorities.
- Maintain visibility into upcoming project demand and resource availability.
2. Integrated TA & RPO Operating Model
- Lead a hybrid, in-house hiring organization comprising core Talent Acquisition resources and dedicated in-house RPO teams.
- Own capacity planning, prioritization, and workload allocation across both TA and RPO teams.
Clearly segment roles between:
- Core TA ownership (complex, niche, priority, leadership-adjacent roles)
- RPO execution (volume, repeatable, standardized delivery roles)
- Ensure consistent hiring quality, assessment rigor, and candidate experience across both teams.
- Establish operating rhythms, performance targets, and productivity benchmarks for the combined TA function.

- Drive continuous improvement in hiring throughput, predictability, and efficiency.
3. Bench Management & Workforce Utilization
- Actively manage the bench pool and ensure available resources are quickly deployed into billable engagements.
- Maintain real-time visibility into bench capacity across skills and experience levels.
- Drive proactive strategies to minimize bench time and maximize utilization.
4. Single Intake & Coordination for Portfolio Hiring
- Act as the front door for all portfolio hiring requests.
- Assess role complexity and determine the appropriate hiring path.
- Trigger Enterprise TA involvement for leadership roles based on agreed criteria.
- Ensure smooth handoffs and shared accountability where co-ownership applies.
5. Stakeholder & Demand Management
- Partner with portfolio CEOs, delivery leaders, and functional heads to understand capability needs.
- Set realistic expectations on timelines, market feasibility, and trade-offs.
- Facilitate structured hiring cadences, prioritization discussions, and decision forums.
- Operate as a trusted advisor, not just a requisition manager.
6. Hiring Operations, Governance & Analytics
- Maintain strong ATS hygiene, hiring dashboards, and reporting cadence.
- Track and optimize metrics including time-to-fill, offer-to-join ratio, cost-per-hire, and pipeline health.
- Ensure adherence to hiring processes, documentation standards, and compliance requirements.
- Continuously improve hiring efficiency and quality through data-led insights.
7. People Leadership
- Directly lead and develop internal Talent Acquisition, Bench sales and in-house RPO teams as part of a single, integrated hiring organization.
- Own capacity planning, workload allocation, and prioritization across core delivery teams.
- Set clear performance expectations and manage outcomes through regular reviews, feedback, and coaching.
- Build strong hiring discipline across teams, including funnel hygiene, assessment rigor, bench allocation hygiene and candidate experience standards.
- Create a culture of ownership, service orientation, and delivery excellence within the hiring function.
- Identify capability gaps within the teams and drive targeted skill development.