Talent Acquisition Executive

Role & responsibilities

1. End-to-End Recruitment

• Manage the complete recruitment lifecycle, from understanding manpower requirements to candidate onboarding.
• Source candidates through Naukri, LinkedIn, job portals, employee referrals, social media, and other recruitment channels.
• Handle recruitment for academic and non-academic positions, including faculty, Junior Lecturers, Academic Counsellors, Telecallers, Business Development Executives, Admin, Operations, and HR roles.
• Understand job requirements, prepare job descriptions, and develop suitable sourcing strategies.
• Screen resumes and shortlist candidates based on qualifications, experience, skills, and role suitability.

2. Interview Coordination and Selection

• Schedule telephonic, virtual, and face-to-face interviews with candidates and hiring managers.
• Coordinate written examinations, demo lectures, technical assessments, and final interviews for faculty recruitment.
• Follow up with interview panels and candidates to ensure timely feedback and decision-making.
• Maintain candidate communication throughout the recruitment process.
• Negotiate salary expectations and support offer discussions within approved compensation budgets.

3. Recruitment Drives and Talent Pipeline

• Plan and conduct walk-in interviews and recruitment drives to meet manpower requirements.
• Develop and maintain a database of qualified candidates for current and future vacancies.
• Build talent pipelines for frequently hired positions and critical academic roles.
• Coordinate with campus heads, department heads, and hiring managers to understand current and upcoming manpower requirements.
• Explore cost-effective recruitment channels and minimize dependency on external recruitment consultants.

4. Offer Management and Onboarding

• Coordinate offer approvals with the concerned authorities.
• Follow up with selected candidates for offer acceptance, document submission, and joining confirmation.
• Collect and verify relevant pre-joining documents as per company policy.
• Coordinate with HR Operations for joining formalities, induction, and onboarding.
• Track offer dropouts, candidate no-shows, and joining conversions.

5. Recruitment MIS and Reporting

• Maintain accurate recruitment trackers, candidate databases, and interview records.
• Prepare daily, weekly, and monthly recruitment reports.
• Track recruitment metrics, including time-to-fill, source effectiveness, offer-to-joining ratio, and vacancy closure.
• Share recruitment status updates with reporting managers and stakeholders.
• Ensure recruitment documentation and candidate information are handled confidentially.

6. Stakeholder Management and Compliance

• Maintain effective coordination with hiring managers, campus heads, and business stakeholders.
• Ensure recruitment activities follow company policies, approved manpower budgets, and applicable employment requirements.
• Maintain professional communication and a positive candidate experience.
• Escalate recruitment bottlenecks, delays, and critical hiring challenges to the reporting manager.

Preferred candidate profile

• Candidates with experience in the education, EdTech, coaching, or service industries will be preferred.
• Experience in faculty recruitment, bulk hiring, or walk-in recruitment drives will be an added advantage.
• Ability to work independently and manage recruitment deadlines effectively.
• Strong follow-up skills and a proactive approach to problem-solving.