Director / Senior Director Talent Acquisition

Location: Chennai

Experience: 15+ Years

Industry: IT Services / Technology Services

Employment Type: Full-time

Role Overview

We are seeking an experienced and strategic Director Talent Acquisition to lead and transform the Talent Acquisition function for a growing IT Services organization. The role will be responsible for developing and executing the overall talent acquisition strategy, building high-performing recruitment teams, strengthening leadership hiring capabilities, and ensuring the organization can attract and hire top technology talent at scale.

The ideal candidate should have extensive experience in IT Services hiring, managing large-scale and niche technology recruitment, stakeholder management, workforce planning, recruitment operations, and driving key talent acquisition metrics.

Key Responsibilities

1. Talent Acquisition Strategy & Leadership

- Define and execute the overall Talent Acquisition strategy aligned with the organization's business growth plans.
- Partner with senior leadership and business heads to understand workforce requirements and develop effective hiring plans.
- Lead and manage the Talent Acquisition function, including recruiters, recruitment managers, TA operations, and external partners.
- Build a scalable, efficient, and high-performing recruitment organization.
- Drive continuous improvement and transformation across recruitment processes, technology, and candidate experience.

1. Workforce Planning & Business Partnership

- Work closely with business leaders, delivery heads, HR, and finance teams to forecast hiring demand and develop workforce plans.
- Develop hiring strategies for lateral, leadership, campus, niche, and high-volume hiring requirements.
- Provide market intelligence on talent availability, competition, compensation trends, and hiring feasibility.
- Act as a strategic advisor to leadership on talent-related challenges and solutions.

1. End-to-End Recruitment Delivery

- Ensure effective management of the complete recruitment lifecycle, including sourcing, screening, interviewing, selection, offer management, and onboarding coordination.
- Drive hiring for a wide range of technology skills, including niche and emerging technologies.
- Ensure achievement of hiring targets within agreed timelines, quality, and cost parameters.




- Develop innovative sourcing strategies to improve access to passive and high-quality talent.

1. Leadership & Critical Hiring

- Lead executive and senior leadership hiring across technology, delivery, sales, product, and corporate functions.
- Build strong talent pipelines for critical and future leadership positions.
- Partner with senior stakeholders to ensure high-quality assessment and selection of leadership talent.

1. TA Operations, Metrics & Governance

- Establish strong recruitment governance, dashboards, and review mechanisms.
- Track and improve key recruitment metrics, including:

- Time to Fill

- Time to Hire
- Offer-to-Join Ratio

- Source Effectiveness

- Cost per Hire

- Recruiter Productivity

- Candidate Experience

- Quality of Hire

- Hiring Manager Satisfaction
- Drive data-driven decision-making and regular business reviews.

1. Employer Branding & • Candidate Experience

- Strengthen the organization's employer brand in collaboration with HR and Marketing teams.
- Develop initiatives to improve candidate engagement and enhance the overall candidate experience.
- Build a strong employee value proposition and effectively position the organization in a competitive talent market.

1. Recruitment Technology & • Process Excellence

- Drive adoption and optimization of ATS, recruitment analytics, automation, and AI-enabled recruitment solutions.
- Identify opportunities to simplify processes, improve recruiter productivity, and enhance hiring efficiency.
- Lead TA transformation and process improvement initiatives.

1. Vendor & • Stakeholder Management

- Manage recruitment agencies, staffing partners, RPO providers, and other external vendors.
- Negotiate commercial terms and monitor vendor performance.
- Build solid relationships with internal stakeholders and ensure high levels of hiring manager satisfaction.

Required Skills & • Competencies

- 15+ years of progressive experience in Talent Acquisition,



preferably within the IT Services / Technology Services industry.
- Significant experience leading Talent Acquisition teams and managing large-scale recruitment operations.

- Strong understanding of technology hiring, including niche and emerging skill sets.
- Experience in workforce planning and strategic hiring.
- Strong stakeholder management and ability to influence senior leadership.

- Experience managing high-volume, lateral, leadership, and niche hiring.
- Strong knowledge of recruitment metrics, analytics, and reporting.
- Experience with ATS, recruitment automation, AI-enabled sourcing, and modern recruitment technologies.

- Excellent people leadership, communication, negotiation, and presentation skills.
- Strong business acumen with the ability to align talent strategy with organizational objectives.

Preferred Background Candidates with experience in one or more of the following environments will be preferred:

- IT Services / Digital Transformation organizations
- Large-scale technology recruitment
- Global or multi-location hiring
- Offshore and onsite hiring models
- Managed Services / Engineering Services / Product Engineering organizations
- Organizations undergoing rapid growth or TA transformation

Key Success Measures The Director Talent Acquisition will be expected to drive measurable improvements in:

- Hiring plan achievement
- Time to Fill and Time to Hire
- Offer-to-Join Ratio
- Recruitment cost optimization
- Quality of Hire
- Recruiter productivity
- Candidate and hiring manager experience
- Leadership and critical talent pipeline
- Vendor performance
- TA process automation and transformation
- Employer brand and talent attraction

Educational Qualification Bachelor's or Master's degree in Human Resources, Business Administration, Management, or a related discipline. An MBA/PGDM in HR will be an added advantage.

Ideal Candidate Profile The ideal candidate is a strategic Talent Acquisition leader with strong operational depth, capable of managing both large-scale hiring delivery and long-term talent strategy. The individual should be comfortable engaging with CXO-level stakeholders, leading large recruitment teams, solving complex hiring challenges, and building a future-ready Talent Acquisition function.

📌 Director - Talent Acquisition - Aziro (Chennai)
🏢 Aziro
📍 Chennai