About the Role

Talent Acquisition Manager

- Location: Bengaluru / PAN India
- Function: Human Resources – Talent Acquisition
- Experience: 6 - 10 years
- Reporting To: HR Head

HomeLane is looking for a results-driven Talent Acquisition Manager to lead and scale talent acquisition across the organization. This role will own the end-to-end recruitment strategy, execution, governance, analytics, and team performance for PAN-India hiring. The ideal candidate will be a strong people leader and hands-on TA professional who thrives in a highgrowth, high-volume environment.

You will partner closely with business and functional leaders to translate workforce plans into effective hiring strategies, build a high-performing recruitment team, and use data to continuously improve hiring outcomes. This role is ideal for someone who can balance strategic thinking with execution and bring solid rigor to recruitment metrics, stakeholder management, process governance, and candidate experience.

Responsibilities

- Talent Acquisition Strategy & Workforce Planning

- Own and drive the end-to-end talent acquisition strategy across business and functional verticals.
- Partner with business leaders and HRBPs to understand workforce plans, hiring priorities, critical roles, and timelines.
- Translate business requirements into scalable hiring plans and recruitment models.
- Build effective strategies for both volume hiring and leadership/specialist hiring.
- Anticipate talent-market challenges, hiring risks, and capacity requirements, and proactively recommend solutions.
- Ensure recruitment priorities remain aligned with business growth and organizational objectives.

- Team Leadership & Recruitment Governance

- Lead, mentor, and develop a high-performing TA team managing PAN-India recruitment.
- Define and monitor recruiter-wise KPIs, SLAs, productivity metrics, and quality benchmarks.
- Establish a strong performance-management and review cadence across the recruitment team.
- Coach recruiters on sourcing, stakeholder management, assessment, closure,



and candidate engagement.
- Build team capability through structured training, knowledge sharing, and continuous feedback.
- Create a culture of ownership, accountability, speed, and data-driven decision-making.

- Data, MIS & Recruitment Analytics

- Own recruitment dashboards and MIS reporting for leadership and business stakeholders.
- Leverage strong Excel and analytical capabilities to identify trends, bottlenecks, and opportunities.
- Track and analyze key TA metrics including:
- - Time-to-hire / Time-to-fill
- Cost-per-hire
- Source effectiveness and channel ROI
- Recruiter productivity
- Hiring funnel conversion
- Offer-to-join ratio
- Candidate drop-offs
- Hiring plan vs. actuals
- Attrition and replacement hiring trends
- - Convert recruitment data into actionable business insights and recommendations.
- Present concise, decision-oriented reports to senior stakeholders.

- Stakeholder Management

- Act as a strategic TA partner to business heads, functional leaders, HRBPs, and hiring managers.
- Establish clear expectations around job requirements, hiring timelines, interview processes, and closure priorities.
- Drive regular hiring reviews and ensure timely resolution of recruitment bottlenecks.
- Influence stakeholders using market intelligence, hiring data, and talent availability insights.
- Build strong relationships with internal stakeholders while maintaining recruitment discipline and governance.

- Process Excellence & Continuous Improvement

- Review and continuously improve recruitment processes to enhance speed, quality, efficiency, and candidate experience.




- Identify bottlenecks across the hiring funnel and implement data-backed corrective actions.
- Drive standardization of recruitment processes, interview practices, documentation, and governance.
- Leverage ATS, recruitment technology, automation, and analytics tools to improve TA efficiency.
- Ensure adherence to recruitment policies, compliance requirements, and employer-branding guidelines.

- Employer Brand & Candidate Experience

- Champion a consistent and differentiated candidate experience across the recruitment journey.
- Partner with HR and business teams to strengthen HomeLane’s employer proposition.
- Identify opportunities to improve candidate engagement, communication, and offer-to-join conversion.
- Ensure recruitment teams consistently represent the organization's culture and values.

Key Success Metrics

Success in this role will be measured through:

- Achievement of hiring plans within agreed timelines
- Reduction in time-to-hire and hiring bottlenecks
- Improvement in offer-to-join ratios
- Recruiter productivity and team performance
- Quality and effectiveness of hiring sources
- Cost optimization across recruitment channels
- Improved stakeholder satisfaction
- Strong candidate experience
- Compliance with TA processes and governance
- Successful scaling of recruitment capability in line with business growth

Qualifications

- MBA / PGDM in Human Resources or a related discipline.

Required Skills

- Strong experience in volume, lateral, and leadership hiring.
- Proven experience managing and developing a high-performing recruitment team.
- Strong understanding of end-to-end talent acquisition and hiring funnels.
- Excellent stakeholder management and influencing skills.
- Strong analytical mindset with the ability to translate recruitment data into business decisions.
- Advanced proficiency in MS Excel / Google Sheets and recruitment MIS.
- Ability to operate effectively in a fast-paced, high-growth environment.
- Strong problem-solving, decision-making, and execution skills.

📌 Talent Acquisition Manager (Bengaluru)
🏢 HomeLane
📍 Bengaluru