Talent Acquisition Executive

1. End-to-End Recruitment

• Manage the complete recruitment lifecycle, from understanding manpower requirements to candidate onboarding.
• Handle recruitment for junior, mid-level, senior, and managerial positions across departments.
• Conduct detailed discussions with hiring managers and department heads to understand job requirements, competencies, and hiring priorities.
• Develop effective recruitment strategies to close vacancies within defined timelines.

2. Candidate Sourcing & Talent Mapping

• Source candidates through Naukri, LinkedIn, job portals, employee referrals, databases, and other recruitment channels.
• Conduct active and passive candidate sourcing for niche and critical positions.
• Build and maintain a strong pipeline of qualified candidates for current and future requirements.
• Perform competitor mapping and market research to identify relevant talent.

3. Screening & Interview Coordination

• Conduct initial HR screening to evaluate experience, communication skills, salary expectations, notice period, job stability, and suitability.
• Assess candidates against job descriptions and hiring manager expectations.
• Coordinate virtual and face-to-face interviews with candidates and interview panels.
• Ensure timely feedback, candidate follow-ups, and smooth interview scheduling.

4. Offer Management & Closure

• Manage salary discussions, negotiations, and offer closures within approved budgets.
• Follow up with selected candidates to ensure offer acceptance and joining.
• Handle counteroffers, candidate dropouts, and joining-related challenges.
• Maintain regular communication with candidates throughout the hiring process to minimize offer-to-joining dropouts.

5. Recruitment MIS & Performance Tracking

• Maintain daily and weekly recruitment trackers, candidate databases, and vacancy status reports.
• Monitor recruitment KPIs, including time-to-hire, sourcing effectiveness, interview-to-selection ratio, offer acceptance ratio, and joining ratio.
• Share regular recruitment updates with management and hiring managers.
• Track pending positions, ageing vacancies, and recruitment bottlenecks.

6. Stakeholder & Candidate Management

• Work closely with department heads and business leaders to prioritize critical positions.
• Ensure a positive candidate experience throughout the hiring process.
• Maintain confidentiality of candidate information and recruitment-related discussions.
• Ensure timely communication and adherence to recruitment processes.

Required Skills & Qualifications

• Graduate or postgraduate degree in HR, Human Resources Management, or a related field.
• 36 years of hands-on experience in Talent Acquisition or hardcore recruitment.
• Strong expertise in Naukri and other job portals, candidate sourcing, screening, and recruitment closure.
• Excellent communication, negotiation, coordination, and stakeholder management skills.
• Ability to manage multiple vacancies simultaneously and work under tight deadlines.
• Strong follow-up skills, ownership, and a target-oriented mindset.
• Good working knowledge of MS Excel and recruitment MIS.

Preferred Candidate Profile

• Candidates with experience in manufacturing, building materials, FMCG, industrial, or corporate recruitment will be preferred.
• Experience hiring for Sales, Marketing, Finance, Procurement, Operations, Supply Chain, and technical functions is desirable.
• Candidates who have independently closed critical and senior-level positions will have an advantage.

Key Performance Indicators (KPIs)

• Number of positions closed within agreed timelines.
• Average time-to-hire.
• Quality of shortlisted candidates.
• Offer acceptance and joining ratios.
• Reduction in vacancy ageing and candidate dropouts.
• Accuracy and timeliness of recruitment MIS.