Key Responsibilities

1. Headhunting Excellence & Personal Delivery

- Personally own and close senior, leadership, and niche roles especially those that require proactive outreach, not just inbound sourcing

- Execute advanced LinkedIn Recruiter strategies, talent mapping, and boolean search to build pipelines for hard-to-fill positions
- Develop and maintain a personal network of high-quality passive candidates across tech and business functions
- Serve as the team’s internal headhunting expert — build playbooks, run workshops, and coach every TA team member on sourcing methodology • Maintain a personal hiring delivery target alongside team-level responsibilities

1. Team Leadership & Performance Management

- Lead, mentor, and develop the Talent Acquisition team, fostering a high-performance, accountable culture

- Define individual KRIs (Key Result Indicators) for each team member aligned to business hiring goals
- Conduct structured performance reviews (quarterly check-ins and bi-annual formal reviews) for all direct reports
- Build individual development plans focused on sourcing skills, stakeholder management, and domain knowledge
- Drive ownership of team-level SLAs, quality-of-hire benchmarks, and delivery timelines

1. Recruitment Analytics & Dashboard Ownership

- Architect and own the TA function’s data infrastructure — from defining what gets measured to how insights are presented

- Build and maintain live recruitment dashboards (Power BI or equivalent) tracking: TAT, funnel conversion, source effectiveness, quality of hire, offer acceptance rate, and cost-per-hire
- Define the KRI framework for the TA function and report on it at leadership level on a regular cadence
- Use data proactively to identify bottlenecks,



course-correct hiring strategies, and make the business case for TA investments
- Create and present monthly and quarterly TA performance reports to HR leadership and business stakeholders

1. Hiring Strategy & Stakeholder Partnership

- Develop and execute hiring strategies that are tightly aligned with CIMET’s business and growth objectives

- Partner with department heads and hiring managers to translate workforce plans into structured, executable hiring roadmaps
- Conduct role briefings and intake sessions to ensure role clarity, calibration, and mutual accountability before every search begins
- Identify hiring risks early and manage escalations with a solution-first mindset

1. Candidate Experience & Employer Brand

- Own the candidate experience end-to-end — from the first InMail or job post to the offer call and onboarding handoff

- Establish and monitor a candidate NPS or feedback mechanism to continuously improve how CIMET is perceived in the talent market
- Lead CIMET’s employer branding strategy across LinkedIn, job boards, campus channels, and industry events
- Ensure every candidate — hired or not — leaves the process with a positive, qualified impression of CIMET
- Champion CIMET’s values, culture, and growth story as a core part of every candidate interaction

1. Process Excellence & Governance

- Standardize recruitment processes, intake templates, evaluation scorecards, and offer workflows into documented SOPs

- Ensure compliance, consistency, and continuous improvement across all hiring practices
- Own the ATS configuration and hygiene — ensure data accuracy, pipeline visibility, and reporting reliability
- Identify and implement process improvements that reduce time-to-fill without compromising quality

📌 Senior Talent Acquisition Manager | Jaipur
🏢 CIMET
📍 Jaipur