Role Overview

The Assistant Manager / Manager Talent Acquisition will be responsible for managing end-to-end talent acquisition across business functions, partnering with key stakeholders, driving vendor performance, leveraging HR analytics for data-driven decisions, and managing campus hiring initiatives. The role requires strong business partnering, execution discipline, market intelligence and the ability to manage multiple hiring priorities in a fast-paced environment.

Key Responsibilities

- Talent Acquisition: Own end-to-end recruitment from manpower planning, sourcing and screening through offer management, and closure of positions.
- Develop effective sourcing strategies using LinkedIn, job portals, employee referrals, skilled networks, internal talent pools and other channels.
- Partner closely with business leaders and hiring managers to understand workforce requirements, role specifications, competency expectations and hiring priorities.
- Stakeholder Management: Act as a trusted TA partner to business and HR stakeholders, provide regular hiring updates, market insights and recommendations, and drive timely decision-making.
- HR Analytics: Build and maintain recruitment dashboards and MIS covering open positions, ageing, source mix, time-to-fill, offer-to-join ratio, cost-per-hire, diversity and other hiring KPIs.
- Vendor Management: Identify, onboard, negotiate with and manage recruitment agencies/vendors; track SLAs, quality, turnaround time, cost and overall vendor performance.
- Use recruitment data and market intelligence to identify trends, bottlenecks and opportunities for improving hiring effectiveness and candidate experience.
- Campus Hiring: Plan and execute campus recruitment programs across colleges/institutes, including workforce forecasting, institute engagement, drives, assessments, selection, offers and onboarding.




- Build and maintain relationships with placement cells, campus partners and academic institutions to strengthen the organization's talent pipeline.
- Drive process improvement initiatives to improve hiring efficiency, candidate experience, recruiter productivity and compliance.
- Ensure recruitment processes are aligned with organizational policies, governance requirements and applicable employment practices.
- Support employer branding and talent attraction initiatives through relevant recruitment campaigns and candidate engagement activities.

Key Performance Indicators (KPIs)

- Time-to-fill and ageing of open positions
- Quality and effectiveness of hires
- Offer acceptance and offer-to-join ratio
- Source effectiveness and hiring funnel conversion
- Cost-per-hire and recruitment budget adherence
- Recruitment agency/vendor SLA and performance
- Campus hiring conversion, joining ratio and institute effectiveness
- Hiring manager and candidate satisfaction

Qualifications & Experience

- Bachelor's degree in any discipline; MBA/PGDM in Human Resources preferred.
- Typically 3–6 years of experience in Talent Acquisition / Recruitment, with relevant experience at Assistant Manager / Manager level.
- Strong experience in stakeholder management, agency/vendor management and end-to-end recruitment.
- Hands-on experience in campus hiring and managing large-volume or strategic hiring programs.
- Strong proficiency in MS Excel and recruitment dashboards/MIS; exposure to ATS/HRIS systems preferred.
- Excellent communication, negotiation, influencing and relationship-management skills.
- Strong analytical mindset with the ability to convert recruitment data into actionable insights.

Core Competencies

- Talent Acquisition & Recruitment Strategy
- Business & Stakeholder Management
- HR Analytics & Data-driven Decision Making
- Campus & Early Careers Hiring
- Negotiation & Influencing
- Project & Process Management

📌 Assistant Manager / Manager Talent Acquisition (Pune)
🏢 Cbre
📍 Pune