Recruiting Senior Analyst

Skill required: Talent Acquisition- end to end - Talent Identification

Designation: Recruiting Senior Analyst

Qualifications: Any Graduation

Years of Experience: 5 to 8 years

What would you do- To own and drive the end-to-end recruitment lifecycle for a defined portfolio of roles, ensuring quality hires within agreed turnaround times, cost, and compliance benchmarks. The role is expected to independently manage hiring manager relationships, guide junior recruiters, and act as a single point of contact for stakeholders on sourcing strategy, pipeline health, offer management, and onboarding. Decisions taken by this role impact own work as well as the wider recruitment pod.

Proven hands-on experience owning the end-to-end recruitment lifecycle in corporate, GCC, or shared-services hiring.

Strong working knowledge of Applicant Tracking Systems (ATS) and HRMS tools such as Workday, SuccessFactors, or Taleo, including reporting modules.

Advanced sourcing skills including Boolean search, LinkedIn Recruiter, Naukri, Monster, referrals, and passive candidate outreach.

Ability to independently establish strong client and stakeholder relationships across hiring managers, HR partners, and business leaders.

Ability to handle disputes, own escalations end-to-end, and drive resolution with professionalism and accountability.

Ability to manage multiple senior stakeholders and a high volume of concurrent requisitions across levels without loss of quality or turnaround.

Ability to work well in a team, mentor peers, and collaborate effectively across geographies and functions.

Strong written and verbal communication skills to influence candidates, hiring managers, and leadership.

Advanced Excel proficiency for reporting, dashboards, pivots, lookups, and pipeline analytics.

Team management and stakeholder management orientation with proven ownership of outcomes, SLAs, and hiring KPIs.

Experience of managing job boards, sourcing platforms, and vendor / RPO coordination including SLA and commercial governance.

Advanced proficiency in the English language to draft crisp candidate communications, leadership updates, and hiring notes.

Analytical mindset to solve increasingly complex problems and take decisions with minimal instruction, using data and market insights.

What are we looking for-

Willing to work in flexible shifts

Willing to work in Indian Holidays

Willing to travel to Client Site

Certifications like SHRM-CP, LinkedIn Certified Professional Recruiter, or AIRS shall be an added advantage.

Roles and Responsibilities:

Own hiring manager intake meetings, define role scorecards, sourcing strategy, and hiring plans for the assigned portfolio.

Drive sourcing across job boards, employee referrals, LinkedIn, internal databases, vendors, and passive channels; build talent pipelines for critical roles.

Screen resumes, conduct structured telephonic assessments, and shortlist candidates against role scorecards and hiring manager expectations.

Independently assess candidate suitability, interest, notice period, and compensation fitment, and pre-close on offer expectations.

Coordinate interviews across panels, geographies, and time zones; drive on-time debriefs and hiring decisions.

Own ATS hygiene for the pod, ensure accurate and timely data at every stage, and use the ATS for reporting and audit readiness.

Manage candidate experience end-to-end -- communication, feedback loops, and closure -- and act as escalation point for pipeline issues.

Oversee background verification, drug tests, and onboarding documentation, and resolve exceptions with the BGV and onboarding teams.

Roll out offers, negotiate compensation within approved bands, manage counter-offer scenarios, and drive candidate acceptance to Day-1 joining.

Publish weekly / monthly recruitment dashboards covering TAT, source mix, offer-to-join ratio, and pipeline health for leadership review.

Ensure compliance with hiring policies, data privacy norms, and internal audit requirements; drive corrective actions on audit findings.

Assess current and future talent needs, identify mission-critical workforce skills, and address talent gaps in partnership with the business and HR.

Mentor Recruiting Analysts on sourcing, screening, and stakeholder handling; oversee a small work effort or sub-team where required.

Qualification Any Graduation