Role Overview: We are looking for an experienced Talent Acquisition Specialist to own and shape the talent acquisition charter across Product, Technology and business-critical functions at Tanla. This role will operate as a strategic talent partner to business leaders, owning the complete talent lifecycle from workforce requirement discovery and capacity planning to candidate onboarding.

The role will partner closely with leadership across Innovation, Improvement, Corporate, GTM, Marketing and Customer Success, with a mandate to build teams from 0 - 1 and scale them from 10 - 100 in Tanla Group Platform and Enterprises verticals, while balancing speed, quality, cost, capability and business priorities.

You’ll be Responsible for?

1. Talent Strategy & Capacity Building

- Own the talent charter for assigned business functions, partnering with BU Heads and leadership to understand current and future capability requirements.
- Drive capacity building from 0-1 and 10-100, supporting both Build and Growth teams in the organization.
- Partner with leadership on workforce planning, replacement strategy, backfills, new positions and critical capability hiring.
- Build proactive talent pools for strategic and hard-to-hire capabilities rather than relying only on open requisitions.

2. End-to-End Talent Acquisition Ownership

- Own the complete recruitment lifecycle
- Act as the single TA owner for assigned business stakeholders and ensure seamless movement across every stage of the hiring lifecycle.
- Drive fast-paced, high-volume and business-critical hiring while maintaining quality, candidate experience and agreed SLAs.

3. Business & Stakeholder Advisory

- Partner with CXOs, BU Heads, Functional Heads and Hiring Managers as a talent advisor rather than operating as a transactional recruitment partner.
- Challenge and calibrate hiring requirements based on business need, talent availability, market intelligence, compensation and internal parity.
- Provide stakeholders with insights on talent pools, competitor hiring, compensation trends, availability, sourcing strategy and time-to-hire.
- Build strong relationships across Innovation, Improvement, Corporate, GTM, Marketing and Customer Success functions.
- Coach Hiring Managers on interview effectiveness, candidate assessment, hiring decisions and candidate experience.

4. Talent Sourcing & Market Intelligence





- Build differentiated talent pipelines through direct sourcing, market mapping, referrals, LinkedIn, niche communities, professional networks, campuses and other innovative channels.
- Develop talent maps for critical technology and business capabilities across relevant geographies.
- Use research and market intelligence to identify where the talent is, what they cost and how we can attract them.

5. Offer Management & Commercial Ownership

- Own the candidate value proposition, offer discussion and negotiation process.
- Balance candidate expectations with business budgets, internal parity, market benchmarks and long-term retention considerations.
- Partner with stakeholders to structure competitive and commercially viable offers.
- Drive offer-to-join conversion and proactively manage counteroffers, competing offers and joining risks.

6. Pre-Onboarding & Post-Onboarding Engagement

- Own the candidate relationship beyond offer acceptance through structured pre-joining engagement.
- Build mechanisms to minimize offer dropouts, counteroffer impact and joining risk.
- Partner with HR and business teams to ensure a smooth and differentiated onboarding experience.
- Maintain post-onboarding engagement during the early employee lifecycle to understand candidate experience, role alignment and potential hiring gaps.
- Establish feedback loops from recent hires to continuously improve the recruitment and onboarding journey.

7. TA Transformation, AI & Automation

- Identify opportunities to simplify, automate and optimize recruitment workflows.
- Leverage AI and emerging TA technologies across sourcing, talent discovery, screening, market mapping, candidate engagement, interview preparation, analytics and reporting.
- Experiment with new approaches to improve recruiter productivity, hiring velocity, quality of hire and candidate experience.
- Build scalable recruitment processes and playbooks that can support the organization as it grows

8. TA Analytics, MIS & Governance





- Own TA MIS, dashboards and recruitment analytics for assigned businesses.
- Track and interpret metrics including open positions, hiring velocity, TAT, funnel conversion, source effectiveness, offer-to-join ratio, recruiter productivity, cost of hire and hiring outcomes.
- Use data to identify bottlenecks and recommend actions to improve hiring performance.
- Maintain high standards of data integrity, documentation, audit readiness and recruitment governance.

What will make You Successful?

- Business Acumen: You understand why we are hiring, not just what we are hiring for, and can translate business priorities into actionable talent strategies.
- Talent Ownership: You own the outcome from requirement to onboarding and beyond, rather than measuring success only by offer closure
- Stakeholder Management: You can confidently engage, influence and challenge senior stakeholders while building trust and credibility.
- Commercial Mindset: You understand the economics of hiring — budget, compensation, internal parity, market positioning, cost and quality of hire.
- Data Led Decision Making: You can convert TA data into insights, actions and business decisions, not simply prepare dashboards.
- AI & Technology Mindset: You actively explore and implement AI, automation and technology-led approaches to make Talent Acquisition faster, smarter and more scalable.
- Builder’s Mindset: You enjoy creating things from scratch, 0 - 1 teams, processes, talent pools, dashboards, sourcing strategies and TA capabilities — and then scaling them.
- Candidate Centric Leadership: You understand that the candidate experience does not end with an offer. You own the relationship through pre-boarding, onboarding and early post-joining engagement.

Why join us?

- Impactful Work: Play a pivotal role in safeguarding Tanla's assets, data, and reputation in the industry.
- Tremendous Growth Opportunities: Be part of a rapidly growing company in the telecom and CPaaS space, with opportunities for career development.
- Innovative Environment: Work alongside a world-class team in a challenging and fun environment, where innovation is celebrated.

Tanla is an equal opportunity employer. We champion diversity and are committed to creating an inclusive environment for all employees.

www.tanla.com

📌 Sr Talent Acquisition (Hyderabad)
🏢 Tanla Platforms
📍 Hyderabad