Head - Talent Acquisition

Role Overview:

To own the talent acquisition function end to end. Build the hiring engine for leadership, lateral, sales and campus roles, run it on data, and deliver the right talent on time against the annual hiring plan.

Key Responsibilities:

Hiring Strategy and Workforce Planning:

• Translate the annual operating plan into a hiring plan by function, location and quarter, agreed with business heads.
• Forecast manpower needs for new project launches and market expansions, and build pipelines ahead of demand.
• Define hiring budgets, sourcing mix and timelines, and track delivery against plan.

Leadership and Lateral Hiring:

• Lead hiring for senior and leadership roles, working directly with the CEO and business heads on role scoping and selection.
• Draft and sign off job descriptions, target company maps and candidate assessment frameworks.
• Manage the full cycle from sourcing and screening through panel interviews, offer negotiation and joining.

Sales Hiring at Scale:

• Run high-volume hiring for closing, sourcing and channel sales teams across multiple cities.
• Maintain recruiter-wise position trackers and daily pipeline reviews to hold turnaround time.
• Partner with sales leadership on candidate quality, offer-to-join ratios and early attrition.

Campus Hiring:

• Own campus relationships with tier 1 and tier 2 B-schools for management trainee and summer internship programs.
• Plan the campus calendar, shortlisting, group discussions and interview rounds, and convert interns through PPIs.

Sourcing, Partners and Employer Brand:

• Build a sourcing mix across job portals, LinkedIn, referrals, direct search and empanelled consultants.
• Empanel and govern recruitment vendors and RPO partners through SLAs, scorecards and periodic reviews.
• Strengthen the employer's brand through hiring creatives, outreach campaigns and candidate experience.

TA Analytics and Governance:

• Run hiring dashboards covering open positions, time to fill, offer acceptance, source effectiveness and cost per hire.
• Present progress against the hiring plan to the CEO and leadership on a regular cadence.
• Set and enforce hiring policies, approval workflows, offer guidelines and documentation standards.

Team and Capability Building:

• Lead and develop a team of recruiters, setting targets and reviewing performance.
• Train interview panels and hiring managers on structured interviewing and assessment.