Talent Acquisition Manager - Finance & Accounting Hiring

Talent Acquisition Manager (6-12 yrs)

Hire the talent behind global finance.

SandMartin hires the finance & accounting talent that delivers for accounting firms across the US, UK, Ireland and ANZ bookkeepers, tax preparers, audit-support and SMSF specialists, and F&A analysts across AP, AR, GL, O2C and P2P. As we shift to technology-led delivery, the bar is rising: we need judgement, not just processing. Your job is to find that talent, at volume, faster and sharper than the Big-Four captives we compete with for it.

This is a builder's TA role, not a req-closer's. You own the pipeline end-to-end and run it digitally, on data, at pace.

What you'll own:

- The pipeline, end-to-end source, screen and close F&A talent across levels (30+ hires a month) through a clean, fast, ATS-run funnel.

- TA on data live dashboards for pipeline health, TAT, source mix, offer-to-join and cost-per-hire. You manage the funnel by numbers, not gut feel.

- The employer brand how SandMartin shows up to candidates on LinkedIn, campus and referrals. Market the role so it wins against bigger names.

- Campus & niche talent CA / ICAI / B-school partnerships, management-trainee pipelines, and niche F&A profiles others can't crack.

The stack & knowledge we expect: ATS (SmartRecruiters / Keka / Naukri RMS-class), LinkedIn Recruiter, Boolean and AI sourcing, funnel analytics, and real F&A role depth (AP / AR / GL / O2C / P2P, audit, tax, SMSF) in a BPO / KPO / GCC context.

Who we're looking for:

- 6-10 years in talent acquisition, hiring F&A talent at volume in BPO / KPO / GCC settings 30+ a month is familiar territory.

- You run an ATS by default and manage the pipeline digitally.

- You know F&A profiles well enough to screen for judgement, not keywords.

- You've built campus and employer-brand programmes that beat bigger names to the offer.

- You can market a role candidates reply because your outreach lands.

Location: Noida (on-site). Reports to the Head of HR. A function to build, with room to grow into broader HR leadership.

How we'll decide: shortlisted candidates get a live F&A hiring brief build the 90-day plan, the sourcing mix and the funnel math for a real requisition and walk us through it.

- What's the highest monthly hiring volume you've personally delivered, and for what kinds of roles?

- Which ATS have you run, and which pipeline metrics did you own (TAT, source mix, offer-to-join, cost-per-hire)?

- Describe an employer-branding or campus-hiring programme you built, and how it performed.