Key Responsibilities

1. Talent Strategy & Business Partnership

- Partner with business and functional leaders to understand growth plans, workforce priorities and future capability requirements.
- Translate business priorities into proactive hiring strategies and talent plans.
- Act as a strategic talent advisor to hiring leaders, providing market insights and challenging conventional hiring approaches where required.

2. Talent Intelligence, Market Mapping & Pipelines

- Build strong talent intelligence through market mapping, competitor hiring trends, compensation benchmarks and talent availability insights.
- Develop sustainable talent pipelines for critical, niche and recurring capabilities through proactive sourcing, headhunting, networking and talent communities.
- Anticipate emerging skill requirements and build access to talent ahead of business demand.

3. Critical Hiring & Assessment Excellence

- Personally drive recruitment for leadership, business-critical and niche positions, ensuring quality, speed and predictability of hiring outcomes.
- Strengthen structured assessment and selection practices to improve quality of hire and consistency of hiring decisions.
- Partner with hiring leaders to define role-specific competencies and assessment criteria while ensuring a strong candidate experience.

4. Employer Brand & Talent Engagement

- Strengthen employer value proposition and visibility across priority talent markets.
- Build differentiated talent engagement initiatives through professional networks, industry partnerships, academic relationships, social media and other relevant channels.
- Develop long-term relationships with high-quality talent beyond immediate hiring requirements.

5. Technology, Analytics & Process Excellence

- Leverage AI, automation, recruitment technology and analytics to improve sourcing effectiveness, productivity, hiring speed, quality and scalability.
- Establish and monitor meaningful recruitment metrics covering hiring plan achievement, TAT, quality of hire, pipeline health, source effectiveness, offer-to-join conversion and stakeholder/candidate experience.
- Continuously improve recruitment processes, workflows and governance to enhance efficiency and stakeholder experience.

6. Team Leadership & Function Building

- Lead,



coach and develop the TA team to build stronger strategic sourcing, assessment, market intelligence and stakeholder management capabilities.
- Establish clear goals, performance expectations and operating rhythms for the team.
- Build a culture of ownership, data-driven decision-making, experimentation and continuous improvement.
- Ensure recruitment practices remain compliant, fair, inclusive and aligned with organisational policies.

What Success Looks Like

- Predictable hiring: Delivery of hiring plans with improved predictability, speed and quality across business functions.
- Stronger talent pipelines: Sustainable pipelines for critical, niche and future capabilities, reducing dependence on reactive hiring.
- Better quality of talent: Improved quality of hire through stronger sourcing, assessment and selection practices.
- Stronger talent-market positioning: Increased visibility and attractiveness of HitechDigital among priority talent pools.
- A future-ready TA function: Greater use of AI, automation, analytics and technology to improve recruitment effectiveness and scalability.
- A high-performing TA team: A team that operates as a strategic talent partner to the business rather than a transactional recruitment support function.

Qualifications & Experience

- Bachelor’s degree in human resources, Business Administration or a related field. Master’s degree preferred.
- 8+ years of experience in Talent Acquisition, with at least 3 years in a leadership or team-management role.
- Proven experience managing recruitment across multiple functions and business areas.
- Strong experience in strategic sourcing, talent mapping, headhunting and critical/niche hiring.
- Robust communication, negotiation, influencing and stakeholder-management capabilities.
- Demonstrated ability to operate in a fast-paced, evolving and growth-oriented environment.





Key Competencies

Strategic Talent Acquisition

- Ability to translate business strategy and growth plans into proactive talent strategies.
- Strong understanding of talent markets, sourcing models and evolving skill requirements.
- Ability to build talent pipelines for both current and future organisational needs.

Talent Intelligence & Market Insight

- Strong capability in market mapping, competitor intelligence, compensation benchmarking and talent analytics.
- Ability to convert market intelligence into actionable hiring strategies.

Business & Stakeholder Partnership

- Ability to partner credibly with business heads and senior leaders.
- Strong consulting and influencing skills, with the confidence to challenge constructively.
- Ability to create shared ownership for hiring outcomes across TA and business stakeholders.

Assessment & Quality of Hire

- Strong understanding of structured assessment and selection methodologies.
- Ability to improve quality of hire through data, competency-based assessment and disciplined selection practices.

Employer Brand & Talent Engagement

- Ability to build differentiated employer positioning and talent engagement strategies.
- Strong understanding of how employer reputation influences attraction and conversion of talent.

Recruitment Technology & Digital Orientation

- Strong orientation toward AI, automation, analytics and technology-enabled recruitment.
- Ability to identify opportunities to simplify and scale recruitment through digital solutions.

Recruitment Operations & Process Excellence

- Strong process orientation with the ability to build scalable recruitment workflows and governance.
- Ability to identify bottlenecks and continuously improve speed, quality and candidate experience.

Talent Analytics & Performance

- Ability to establish meaningful recruitment metrics and use data to drive decisions.
- Strong understanding of hiring funnel analytics, source effectiveness, conversion metrics and recruitment productivity.

Leadership & Team Development

- Ability to build, coach and develop a high-performing TA team.
- Creates a culture of accountability, continuous learning, experimentation and improvement.

📌 Sr. Manager – Talent Acquisition (Ahmedabad)
🏢 startuphr.consulting
📍 Ahmedabad