Assistant Manager Talent Acquisition

Job DescriptionAssistant Manager – Talent Acquisition – Trainer HiringPosition

Assistant Manager – Talent Acquisition

Function

Human Resources – Talent Acquisition

Role Focus

Hiring of Trainers | First-Round Interview | Talent Pipeline Management

Job Summary

We are looking for an Assistant Manager – Talent Acquisition responsible for end-to-end talent acquisition activities, with a strong focus on hiring Trainers, Training Facilitators and other Training & Development professionals.

The role will primarily own candidate sourcing, screening and first-round interviews, ensuring that candidates moving to the functional/business round meet the required experience, communication, behavioural and role-fit criteria.

Key Responsibilities1. Trainer Hiring

• Understand trainer manpower requirements from business/project stakeholders.
• Source candidates through LinkedIn, Naukri, employee referrals, job portals, social media and other relevant channels.
• Build and maintain an active pipeline of trainers across locations and business requirements.
• Hire candidates with relevant experience in Sales Training, Product Training, Process Training, Retail Training, Telecom, FMCG, BFSI, IT/ITES or other relevant domains, as applicable.
• Maintain a ready talent pool for immediate and future trainer requirements.

2. First-Round Interview – Primary Responsibility

Conduct the first round of interview for Trainer candidates and assess:

• Overall experience and relevant trainer experience.
• Training/facilitation exposure.
• Communication and articulation skills.
• Presentation and confidence.
• Sales/product/process knowledge, wherever relevant.
• Understanding of adult learning and learner engagement.
• Ability to handle difficult learners and classroom situations.
• Field/store travel and mobility readiness.
• Location and relocation flexibility.
• Stability and reasons for job changes.
• Notice period and joining availability.
• Current and expected compensation.
• Overall behavioural and cultural fit.

Based on the assessment, shortlist suitable candidates for the next functional/business interview round.

3. Candidate Evaluation

• Use a structured interview framework and evaluation sheet.
• Document interview observations and recommendation clearly.
• Identify candidate strengths, gaps and potential risks.
• Ensure consistent assessment standards across trainer hiring.
• Coordinate with business/functional interviewers for shortlisted candidates.

4. Recruitment Coordination

• Coordinate interview schedules with candidates, Training Leads, Business Managers and other stakeholders.
• Follow up on interview feedback and ensure timely closure.
• Manage candidate communication throughout the hiring process.
• Coordinate documentation, reference checks and pre-joining formalities as required.
• Track offer acceptance, joining status and candidate drop-offs.

5. Recruitment MIS & Reporting

• Maintain an updated Trainer Hiring Tracker covering:
• Monitor recruitment TAT and highlight delays.
• Prepare regular hiring reports and pipeline updates for management.

6. Stakeholder Management

• Work closely with Training & Development, Business/Operations, Program Managers and HR teams.
• Understand project-specific trainer requirements and convert them into clear recruitment criteria.
• Ensure candidate expectations are aligned with actual job requirements before selection.
• Support hiring managers with market insights and candidate availability.

Key Performance Indicators (KPIs)

• Trainer positions closed within agreed TAT.
• Quality of candidates shortlisted for functional rounds.
• First-round interview-to-functional-round conversion.
• Selection-to-offer conversion.
• Offer-to-joining ratio.
• Candidate drop-out rate.
• Quality and availability of trainer talent pipeline.
• Recruitment MIS accuracy and timely reporting.
• Stakeholder satisfaction.

Candidate Profile

Experience:

• 2–5 years of experience in Talent Acquisition/Recruitment.
• Experience in hiring trainer, facilitator, sales trainer or L&D hiring will be preferred.
• Exposure to volume hiring and multi-location recruitment is an advantage.

Skills:

• Strong interviewing and candidate assessment skills.
• Excellent verbal and written communication.
• Strong understanding of recruitment processes.
• Ability to assess communication and facilitation capability.
• Stakeholder management skills.
• Good negotiation and candidate engagement skills.
• Strong follow-up and coordination skills.
• Ability to work with recruitment MIS and trackers.

Educational Qualification

MBA/PGDM in HR / Human Resources or equivalent qualification preferred.

Key Competencies

• Interviewing & Assessment
• Talent Sourcing
• Stakeholder Management
• Communication
• Candidate Engagement
• Recruitment Planning
• Negotiation
• Decision Making
• Data & MIS Management
• Ownership & Execution

Role Outcome

The Assistant Manager – Talent Acquisition will act as the first talent gatekeeper for Trainer hiring, ensuring that only candidates who meet the defined experience, communication, behavioural, mobility and role-fit criteria proceed to the functional/business interview round.