IT recruitment -Lead (3rd party)

Job Description: Technology Hiring Lead

Function: Human Resources Talent Acquisition
Role: Technology Hiring Lead
Location: India
Experience: 10–15 years of relevant Talent Acquisition experience, with significant experience in technology hiring

Role Summary

The Technology Hiring Lead will be responsible for leading end-to-end talent acquisition for technology roles across the organization. The role will partner closely with Technology, Business, HR and TA leadership to translate workforce requirements into effective hiring strategies while ensuring speed, quality, candidate experience and governance.

The successful candidate will bring strong technology recruitment expertise, market intelligence, stakeholder management capabilities and experience leading recruiters in a fast-paced, high-volume and niche-skills hiring environment.

Key Responsibilities

1. Technology Hiring Strategy & Delivery

• Own end-to-end recruitment delivery across technology functions, from demand planning and sourcing strategy through offer acceptance and onboarding handover.
• Develop hiring strategies for both volume and niche technology requirements.
• Manage hiring across skills such as Software Engineering, .NET, Java, Python, Data Engineering, Cloud, DevOps, Cybersecurity, AI/GenAI, Data Science, Analytics, Enterprise Applications and Technology Transformation.
• Build hiring plans based on business priorities, projected demand, talent availability and agreed delivery timelines.
• Monitor hiring progress against approved requisitions, joining targets and business milestones.
• Identify hiring bottlenecks early and establish corrective action plans.

2. Business & Stakeholder Management

• Act as a strategic TA partner to Technology and Business leadership.
• Conduct regular hiring governance and status reviews with business stakeholders.
• Challenge unrealistic hiring expectations using market intelligence, talent availability and compensation benchmarks.
• Partner with hiring managers to finalize role requirements, competencies, interview processes and candidate profiles.
• Drive faster decision-making by ensuring clear ownership of interviews, feedback and offers.
• Provide leadership with clear visibility of hiring risks, dependencies and mitigation plans.

3. Team Leadership

• Lead and develop a team of technology recruiters and sourcing professionals.
• Allocate requisitions based on recruiter capacity, skill complexity and business priority.
• Establish clear delivery expectations and operating rhythms across the recruiting team.
• Coach recruiters on sourcing, candidate assessment, stakeholder management, negotiation and market mapping.
• Build capability within the team for emerging and hard-to-hire technology skills.
• Promote collaboration, accountability and consistent execution across the TA function.

4. Sourcing & Talent Intelligence

• Develop multi-channel sourcing strategies leveraging LinkedIn Recruiter, employee referrals, job portals, internal talent pools, recruitment partners, talent communities and direct sourcing.
• Build proactive talent pipelines for recurring and critical technology skills.
• Conduct competitor and talent-market mapping across major Indian technology hubs such as Bengaluru, Hyderabad, Pune, Chennai, Gurugram and Noida.
• Provide insights on talent availability, competitor demand, compensation expectations and location strategy.
• Reduce dependency on agencies through stronger internal sourcing and pipeline-building capabilities.

5. Candidate Assessment & Experience

• Ensure effective TA screening and consistent candidate evaluation before profiles are presented to hiring teams.
• Partner with business teams to develop structured interview and assessment processes.
• Ensure timely communication and a professional candidate experience throughout the recruitment lifecycle.
• Monitor candidate dropouts and offer declines and implement appropriate interventions.
• Support recruiters on complex candidate negotiations and senior or critical technology hires.

6. Offer & Compensation Management

• Partner with HR and Compensation teams to develop competitive and internally equitable offers.
• Provide market intelligence for difficult-to-hire skills where compensation may require additional business justification.
• Manage offer negotiations for critical candidates.
• Track offer acceptance, offer-to-join conversion and candidate dropout risks.
• Maintain appropriate governance around compensation approvals and exceptions.

7. TA Governance & Analytics

Own and review key technology hiring metrics, including:

• Time to Fill
• Time to Offer
• Recruiter productivity
• Interview-to-selection ratio
• Offer acceptance rate
• Offer-to-join ratio
• Candidate dropout rate
• Aging requisitions
• Source effectiveness
• Agency dependency
• Diversity hiring
• Hiring manager turnaround time
• Critical-skill pipeline health

Use recruitment data and dashboards to identify trends, risks and opportunities for improvement.

8. Process Excellence

• Drive standardization of technology hiring processes across businesses and locations.
• Ensure requisitions, approvals, interview feedback, compensation discussions and hiring decisions follow established governance.
• Identify opportunities for recruitment automation and process simplification.
• Partner with HR teams to improve recruitment workflows and hiring-manager experience.
• Support implementation and optimization of ATS, recruitment analytics and digital sourcing tools.

9. Diversity & Inclusive Hiring

• Embed inclusive hiring principles throughout sourcing, screening and selection.
• Encourage diverse candidate slates for technology positions.
• Partner with business leaders to remove unnecessary barriers from job descriptions and selection criteria.
• Promote structured, competency-based interviewing to reduce bias in hiring decisions.

Qualifications & Experience

• Bachelor’s degree required; MBA/PGDM in HR or equivalent qualification preferred.
• 10–15 years of Talent Acquisition experience, preferably with significant exposure to technology hiring.
• Experience managing technology recruitment across multiple skill families and seniority levels.
• Strong understanding of the India technology talent market.
• Demonstrated experience leading recruiters or sourcing teams.
• Experience managing both high-volume and specialized/niche technology hiring.
• Strong stakeholder management experience, including working with senior business and technology leaders.
• Experience with recruitment analytics, ATS platforms and sourcing technologies.
• Strong understanding of compensation positioning and offer negotiation.

Key Competencies

Technology Talent Expertise
Strong understanding of technology talent markets, skill adjacencies and sourcing approaches.

Strategic Business Partnership
Ability to convert business workforce requirements into practical hiring strategies.

Execution Excellence
Strong focus on hiring outcomes, timelines, quality and operational discipline.

Leadership
Ability to coach recruiters, establish accountability and create a high-performing TA team.

Stakeholder Influence
Ability to influence senior stakeholders using market data, hiring analytics and practical recommendations.

Data-Driven Decision Making
Ability to interpret hiring dashboards and use recruitment metrics to drive action.

Candidate Centricity
Strong focus on candidate engagement, communication and experience.

Change & Process Improvement
Ability to identify inefficiencies and implement scalable recruitment practices.

Success Measures

The Technology Hiring Lead will be successful when the function demonstrates:

• Predictable delivery against technology hiring plans
• Improved time-to-fill and time-to-offer
• Strong offer acceptance and joining conversion
• Healthy pipelines for critical and emerging technology skills
• Lower dependency on external agencies
• Improved recruiter productivity
• Strong hiring-manager and candidate experience
• Robust governance across recruiting processes
• Improved diversity across technology pipelines
• Effective market intelligence supporting business hiring decisions

Suggested role positioning

For your environment, I would position this role as more than a senior technology recruiter. The person should effectively operate as a Technology TA Delivery Lead, combining team management + business partnering + technology market intelligence + hiring analytics + governance. This will help distinguish the role from Lead Recruiter or individual-contributor positions.