Talent Acquisition Executive

Role & responsibilities

1. Candidate Sourcing & Pipeline Management:

• Source candidates through job portals, LinkedIn, employee referrals, recruitment agencies, and other relevant channels.
• Screen resumes and identify suitable candidates based on job requirements, experience, and skill sets.
• Build and maintain a talent pipeline for current and upcoming vacancies.
• Maintain a database of prospective candidates for future hiring requirements.

2. End-to-End Recruitment Coordination

• Coordinate with central HR and Talent Acquisition teams to understand hiring requirements, job descriptions, and recruitment timelines.
• Schedule interviews and coordinate with candidates, hiring managers, and interview panels.
• Follow up with candidates and central teams at every stage of the recruitment process.
• Track candidate progress from sourcing and screening through selection, offer release, and joining.

3. Central Team Coordination

• Act as the primary coordination point between the local branch/zone and central Talent Acquisition and HR teams.
• Share shortlisted profiles, interview feedback, hiring updates, and recruitment status reports.
• Ensure timely processing of interview evaluations, approvals, offers, and other hiring-related formalities.
• Escalate recruitment delays and follow up to ensure vacancies are closed within defined timelines.

4. Offer Management & Candidate Engagement

• Coordinate salary discussions, documentation, approvals, and offer rollouts with the central HR team.
• Maintain regular communication with selected candidates to ensure a positive candidate experience.
• Follow up with candidates regarding offer acceptance, notice periods, and joining dates.
• Proactively manage candidate dropouts and offer declines by maintaining an active backup pipeline.