Senior Talent Acquisition Specialist

Specialist / Senior Specialist – Talent Acquisition (Non-Tech | Bulk Hiring)

Experience: 2–7 years

Function: Talent Acquisition

Employment Type: Full-time

Role Overview

We are looking for a research-oriented, mature, and result-driven Talent Acquisition professional to manage end-to-end recruitment for non-technical, AI/LLM training, and AI data operations projects.

The ideal candidate should demonstrate strong talent research capabilities, a structured approach to sourcing, sound recruitment judgment, and the ability to independently manage multiple hiring requirements in a fast-paced environment.

Candidates must have experience in AI/LLM training organizations, data annotation, AI data operations, , content operations, or other high-volume hiring environments will only be preferred.

Key Responsibilities

A. End-to-End Recruitment and Role Ownership

• Independently manage assigned requisitions and take ownership of positions until successful closure.
• Ensure a balanced focus on hiring speed, candidate suitability, offer acceptance, and joining conversion.
• Recruit for non-technical and AI/LLM-related roles, including:
• AI Trainers, AI Evaluators, and Data Annotators
• Content Reviewers and Content Quality Analysts
• Prompt Writers and Prompt Evaluators
• Search Relevance and Data Quality Analysts
• RLHF, HITL, and AI Operations roles
• Speech, Audio, ASR, and Transcription QA profiles
• Subject Matter Experts and Language Experts

B. Talent Research and Sourcing Strategy

• Conduct structured talent-market research to identify relevant candidate pools, sourcing channels, target organizations, and potential talent availability.
• Analyse job requirements and translate them into effective sourcing strategies based on skills, experience, language proficiency, location, compensation, and candidate availability.
• Research and explore both conventional and alternative sourcing channels to improve talent reach and sourcing effectiveness.
• Build and maintain relevant talent pipelines for current and anticipated project requirements.
• Use Naukri, LinkedIn Recruiter, employee referrals, job portals, social media,communities, and other relevant channels effectively.
• Demonstrate a research-led approach to difficult-to-fill or niche requirements instead of relying solely on routine database searches or generic job postings.

C. Bulk Hiring and Recruitment Delivery

• Execute bulk hiring for project ramp-ups and time-sensitive business requirements while maintaining candidate quality.
• Develop hiring plans aligned with targets, timelines, and resource availability.
• Manage multiple requisitions and candidate pipelines with clear priorities and disciplined follow-ups.
• Coordinate walk-ins, recruitment drives, virtual hiring events, and campus hiring.
• Track hiring funnel metrics and drive timely closures from sourcing to joining.
• Identify hiring risks and bottlenecks proactively and recommend data-driven solutions.

D. Stakeholder Management and Recruitment Maturity

• Provide realistic assessments of talent availability, hiring feasibility, compensation alignment, and expected closure timelines.
• Communicate recruitment progress, challenges, and potential risks proactively, supported by relevant data and market insights.
• Manage changing business priorities with sound judgment, adaptability, and a solution-oriented approach.
• Demonstrate maturity in candidate engagement, expectation management, offer negotiations, and sensitive recruitment conversations.
• Balance stakeholder urgency with recruitment quality and candidate experience, escalating issues with appropriate context and recommendations.

E. Screening, Assessment, and Candidate Evaluation

• Conduct structured preliminary screening to assess relevant experience, communication skills, role suitability, compensation expectations, availability, and motivation.
• Ensure candidates complete the required AI/LLM evaluation tests, language assessments, technical assessments, or other role-specific evaluations.
• Coordinate interviews and assessments with hiring panels and ensure timely feedback and decision-making.
• Maintain consistent screening standards and present relevant, well-evaluated profiles to hiring managers.
• Identify potential joining risks early through effective candidate engagement and expectation alignment.

Required Skills and Qualifications

• Bachelor's degree in Human Resources, Business Administration, Engineering or a related discipline.
• 2–7 years of experience in Talent Acquisition or recruitment, with demonstrable ownership of end-to-end hiring.
• Experience in non-technical recruitment, AI/LLM training, AI data operations, data annotation, content operations, or similar environments is must.
• Strong talent research, market mapping, candidate identification, and sourcing strategy capabilities.
• Ability to understand business requirements, independently plan recruitment activities, and drive positions to closure.
• Demonstrated maturity in stakeholder management, candidate engagement, negotiation, and expectation setting.
• Strong analytical skills and the ability to interpret recruitment metrics and use them to improve hiring outcomes.
• Proficiency in Naukri, LinkedIn Recruiter, ATS platforms, recruitment trackers, MS Excel, and/or Google Sheets.
• Strong communication, organisation, prioritization, and problem-solving skills.
• Ability to work effectively under tight timelines, manage multiple priorities, and adapt to evolving business requirements.

What We Are Looking For

• A recruiter who researches before sourcing and understands the talent market rather than relying only on job postings and database searches.
• Candidate must have experience in AI/LLM training organizations, data annotation, AI data operations, , content operations, or other high-volume hiring environments will only be preferred.
• A professional who demonstrates maturity, accountability, and independent ownership while managing hiring managers and candidates.
• Someone who combines data-driven recruitment with strong execution, particularly in high-volume and time-sensitive hiring environments.
• A solution-oriented individual who can anticipate hiring challenges, recommend alternatives, and drive positions to closure with minimal supervision.
• A professional who values candidate quality, stakeholder trust, joining conversions, and sustainable recruitment outcomes alongside hiring numbers.

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