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.

- Strong 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

- Solid 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