Talent Acquisition Specialist - TA 002

Job Summary

We're hiring an experienced Talent Acquisition Specialist who can own the full recruitment cycle and deliver fast, high-quality hiring across multiple functions. You'll be the engine behind building strong talent pipelines, managing campuses and vendors, and partnering with internal teams to close positions quickly. This role demands someone who knows the ecosystem well - job portals, sourcing strategies, job mapping, hiring analytics, and strong relationship-building.

Job Details

• Location: Hyderabad
• Department: Human Resources
• Role Type: Full-time & On-Site

Responsibilities

• End-to-End Recruitment: Manage full-cycle hiring for entry-level, mid-level, and senior roles. Handle sourcing, screening, interviews, salary negotiation, and closing. Use strong networks and job portal expertise (Naukri, Apna, Indeed, Foundit, Hirist, IIMJobs, Internshala, etc.) to reduce time-to-fill.
• Job Mapping & Workforce Planning: Use job mapping techniques to identify skill gaps proactively. Build hiring strategies based on business needs and future growth. Ensure fast and efficient closures without compromising quality.
• Candidate Sourcing & Networking: Use LinkedIn Recruiter, LinkedIn Sales Navigator, and Resdex for targeted sourcing. Maintain relationships with passive and active candidates. Build long-term, reusable talent pools for recurring roles.
• College & Campus Hiring: Build and maintain partnerships with colleges and universities. Lead campus recruitment drives and internships hiring. Create strong talent pipelines for fresher and junior roles.
• Job Portal Management: Create, optimize, and manage job postings across all major portals. Improve visibility and candidate quality through correct tagging and structuring. Track job posting performance and refine strategies.
• Vendor & Staffing Agency Collaboration: Work with staffing partners to ensure quick closures. Evaluate agency performance and maintain relationships. Set expectations and ensure delivery quality.
• Interview Coordination & Offer Management: Schedule interviews across multiple panels. Ensure a smooth offer rollout, negotiation, and onboarding workflow. Maintain high offer-to-join ratios through timely follow-ups.
• Talent Pipeline Development: Build pipelines for recurring roles, high-demand positions, and niche talent. Engage candidates even when roles are not immediately open. Maintain updated data and follow-up cycles.
• Recruitment Reporting & Analytics: Track and present key metrics: Time-to-fill, Cost-per-hire, Quality-of-hire, Diversity metrics, Offer-to-join ratio. Use Excel/ATS reports to generate insights and improve processes.
• Candidate Experience & Stakeholder Communication: Act as a single point of contact for candidates. Maintain consistent communication and updates throughout the process. Build strong internal relationships with hiring managers and leadership.

Requirements

• Required Skills & Experience: 2-7 years of full-cycle recruitment experience in fast-paced environments. Exposure to tech and non-tech hiring across levels.
• Sourcing Expertise: Strong experience sourcing via LinkedIn, job boards, referrals, and social channels. Solid command of Boolean search and niche profile sourcing.
• Communication: Excellent interpersonal skills and stakeholder communication. Ability to manage candidate expectations and hiring manager alignment.
• ATS & Hiring Tools: Hands-on experience with Zoho Recruit, Naukri RMS, LinkedIn Recruiter, and similar tools. Comfortable working with data and generating reports.
• Process Orientation: Ability to follow structured workflows, hiring SLAs, and documentation.
• Candidate Experience Focus: Commitment to delivering timely, clear, and respectful communication to candidates.
• Problem-Solving & Adaptability: Handles hiring challenges, sourcing bottlenecks, and changing priorities with ease.
• Education: Bachelor's/Master's degree in HR, Business Administration, or related fields. Recruitment-related certifications are an added advantage.
• Key Performance Indicators (KPIs): Time-to-Fill: Meet position closure targets. Offer-to-Join Ratio: Maintain 80% conversion. Hiring Manager Satisfaction: 4/5 rating. Cost-per-Hire: Keep hiring costs within defined budgets. Referral Hiring: Aim for 15% or more hires through referrals.