Senior Talent Acquisition Executive

End-to-end recruitment

• Manage full recruitment lifecycle — requirement gathering, sourcing, screening, interview coordination, offer, and onboarding — for both IT and Non-IT BPO positions.
• Partner with hiring managers to understand role requirements, define job descriptions, and build effective sourcing and interview strategies.
• Drive high-volume/bulk hiring for BPO (voice/non-voice) processes as well as niche and mid-to-senior IT hiring.

Sourcing and pipeline management

• Use job portals (Naukri, Monster, Indeed), LinkedIn Recruiter, social media, employee referrals, and campus/walk-in drives to build a strong talent pipeline.
• Maintain and manage a healthy candidate pipeline/database in the ATS for both current and future hiring needs.
• Coordinate and manage relationships with recruitment vendors/staffing agencies for niche IT roles and bulk BPO hiring.

Stakeholder and candidate management

• Act as a key point of contact for hiring managers and business leaders, providing regular hiring status updates and market insights.
• Manage candidate experience through timely communication, interview scheduling, feedback, and offer negotiation.
• Conduct HR/preliminary screening rounds, assess culture fit, and coordinate technical/functional interview rounds with panels.

Reporting, compliance and process

• Track and report key recruitment metrics — open positions, TAT, source mix, offer-to-join ratio, cost-per-hire, and attrition-linked hiring.
• Ensure all hiring is compliant with company policy and applicable labor laws; maintain accurate documentation and MIS.
• Contribute to employer branding initiatives, job fairs, campus engagement, and referral program drives.
• Continuously improve sourcing channels and recruitment processes to reduce TAT and improve quality of hire.

• Time-to-Fill / Turnaround Time (TAT) against defined SLAs.
• Offer-to-Joining ratio and early attrition (30/60/90-day) of new hires.
• Cost-per-hire and source-mix effectiveness.
• Hiring manager and candidate satisfaction scores.
• Volume of closures achieved against monthly/quarterly hiring targets (IT and BPO combined).