POSITION PURPOSE

Essar Capital is at an exciting inflection point. As the Group's investment advisory and capital allocation arm managing a diversified portfolio across Energy, Infrastructure, Metals & Mining, Technology, and Real Estate we are rebuilding our human capital function from the ground up and investing in the talent infrastructure that will define the next chapter of the organisation.

This is not a conventional recruiting role. As Talent Acquisition Specialist, you will be the architect of how Essar Capital attracts, identifies, and brings in the professionals who will manage billions of dollars of capital, execute marquee transactions, and build businesses.

You will work directly with senior leadership from Investment Directors to the CHRO shaping hiring strategy, building institutional relationships with the best talent in the market, and owning the experience of every person who comes into contact with the organisation as a potential hire.

If you are someone who thinks of talent as a competitive advantage and treats every hire as a long-term investment decision, this role was built for you.

POSITION REQUIREMENTS

Education

- MBA / PGDM from a reputed institution, or a robust undergraduate degree with demonstrable professional achievement.

Experience

- 7+ years of experience in talent acquisition, and/or executive search— with a significant portion spent hiring for investment, finance, or professional services roles.
- Prior experience at an executive search firm, investment bank, PE/VC fund, or financial services conglomerate is strongly preferred.
- Demonstrated ability to independently manage senior and complex mandates — not just process coordination..

SKILL/COMPETENCIES REQUIREMENTS

- You have a network in the investment and financial services talent market and know how to use it.
- You think like an investor when evaluating candidates — you assess potential,



not just pedigree.
- You are commercially curious — you understand what the people you are hiring actually do, and that makes you better at finding and assessing them.
- You hold yourself to a high standard on quality and are unwilling to compromise on it under time pressure.
- You are proactive, structured, and follow through — hiring managers trust you because you deliver what you say you will.

NETWORK

WITHIN THE ORGANIZATION

OUTSIDE THE ORGANIZATION

- Business Heads

- Business Teams

- HRBPs

- Research Houses

- Consultants

- Industry experts

- Candidates

- TA agencies

#

AREA

KEY ACTIVITIES

1

Talent Strategy & Pipeline

- Partner with investment and functional team heads to define talent requirements — translating business needs into precise candidate profiles, sourcing strategies, and hiring roadmaps.
- Build and maintain a living talent pipeline across Essar Capital's core hiring verticals — investment professionals, finance & treasury, legal & compliance, and techno-commercial functions.
- Proactively map talent at target organisations — investment banks, PE/credit funds, Big 4, consulting firms, and Tier-1 corporates — building relationships with high-potential professionals before a vacancy exists.
- Own the organisation's talent brand in the market — how Essar Capital is perceived as an employer by mid-senior professionals across its key hiring pools.

2 End-to-End Hiring Execution





- Partner with investment and functional team heads to define talent requirements — translating business needs into precise candidate profiles, sourcing strategies, and hiring roadmaps.
- Build and maintain a living talent pipeline across Essar Capital's core hiring verticals — investment professionals, finance & treasury, legal & compliance, and techno-commercial functions.
- Proactively map talent at target organisations — investment banks, PE/credit funds, Big 4, consulting firms, and Tier-1 corporates — building relationships with high-potential professionals before a vacancy exists.
- Own the organisation's talent brand in the market — how Essar Capital is perceived as an employer by mid-senior professionals across its key hiring pools.

3 Candidate Experience & Branding

- Own the end-to-end candidate experience — from first contact through onboarding — ensuring every interaction reflects the quality and seriousness of the organisation.
- Build Essar Capital's presence across relevant talent communities — campus networks, professional associations, LinkedIn, and industry forums.
- Partner with HRBP on onboarding design and early-tenure engagement to ensure new hires are set up for success from Day 1.

4

Talent Intelligence

- Maintain a market intelligence function — tracking compensation benchmarks, talent movement, hiring trends, and competitor positioning across Essar Capital's key hiring verticals.
- Advise hiring managers on candidate availability, market rates, and realistic expectations — acting as a credible talent advisor, not just a process executor.
- Build and maintain a structured candidate database, enabling warm outreach and faster fulfilment on priority mandates.

KEY PERFORMANCE INDICATORS

- Time to hire and time to fill
- Offer to joining ratio
- New hire 6 months retention rate
- Candidate experience

📌 Talent Acquisition Specialist (Mumbai)
🏢 Essar
📍 Mumbai