Head of Recruitment / Head of Talent Acquisition

Location: Hyderabad, India — In office

Employment Type: Full-Time

Company: Linx

Experience: 8–12+ years, including significant recruitment leadership experience

About Linx

Linx is a global workforce solutions company helping organizations hire, employ, pay and manage talent across international markets. Our solutions span Employer of Record (EOR), Global Payroll, Global Contractors, Talent Acquisition/RPO, BPO and Global Capability Centers (GCC).

As Linx continues to scale, we are looking for a highly analytical, commercially minded Head of Recruitment to build and lead a high-performance recruiting organization.

This is not simply a people-management position.

We need a leader who can forecast demand, translate hiring requirements into capacity plans, understand recruiting economics, analyze funnel performance, identify problems before they become delivery failures and build a recruitment engine capable of scaling rapidly.

The Role

The Head of Recruitment will have end-to-end responsibility for recruitment strategy, delivery performance, recruiter productivity, workforce planning and operational discipline.

You will be expected to answer questions such as:

What hiring demand is coming over the next 30, 60 and 90 days

Do we have enough recruiting capacity to deliver it

Where are candidates dropping out of the funnel

Which recruiters are performing—and why

Which accounts are at risk of missing hiring commitments

What is our cost per hire

How quickly can we scale from 20 hires to 200+ hires

What recruiting resources will we need before that demand arrives

We are looking for someone who manages recruitment through data, forecasting and measurable outcomes—not instinct alone.

Key ResponsibilitiesRecruitment Strategy & Leadership

- Own the overall recruitment strategy across Linx client accounts and internal hiring requirements.
- Build scalable recruiting models for high-volume, professional, technical, BPO, GCC and international hiring.
- Translate client hiring requirements into actionable recruiting strategies.
- Develop sourcing strategies based on role type, geography, compensation, talent availability and hiring velocity.
- Establish consistent recruiting processes, governance and operating standards.
- Build a culture of accountability, urgency and measurable performance within the recruitment organization.
- Develop recruiters and recruitment managers while addressing performance gaps decisively.

Forecasting & Capacity Planning

This will be a critical responsibility of the role.

- Build weekly, monthly and quarterly hiring forecasts based on confirmed and anticipated demand.
- Translate hiring forecasts into recruiter capacity requirements.
- Determine recruiter bandwidth by role complexity, geography and expected hiring volume.
- Forecast sourcing requirements and candidate pipeline needs.
- Identify capacity shortages before they affect client delivery.
- Develop surge hiring strategies for large-volume requirements.
- Recommend when additional recruiters, sourcers, vendors or technology are required.
- Maintain scenario models for expected, accelerated and reduced hiring demand.
- Work closely with Sales and Account Management to understand upcoming pipeline and anticipate recruitment demand before contracts go live.

Recruitment Analytics





The Head of Recruitment must be exceptionally comfortable with data.

Own and continuously analyze metrics including:

- Time-to-fill
- Time-to-submit
- Time-to-interview
- Time-to-offer
- Time-to-join
- Submission-to-interview ratio
- Interview-to-offer ratio
- Offer acceptance rate
- Offer-to-join ratio
- Candidate dropout rate
- Source effectiveness
- Recruiter productivity
- Hires per recruiter
- Pipeline coverage
- Aging requisitions
- SLA attainment
- Cost per hire
- Recruitment cost by account
- Hiring forecast vs. actual
- Client/account delivery performance

The expectation is not simply to report metrics.

The Head of Recruitment must be able to interpret them, identify root causes and take corrective action.

Goal Setting & Performance Management

- Establish measurable weekly, monthly and quarterly goals for recruiters and recruitment managers.
- Create role-appropriate productivity benchmarks rather than applying identical targets across every hiring category.
- Conduct structured weekly performance reviews based on actual funnel data.
- Identify underperformance early and establish corrective actions.
- Recognize high performers and understand which behaviors and sourcing strategies are driving their results.
- Ensure every recruiter understands their individual goals and how those goals connect to client delivery.
- Build dashboards that allow leadership to see recruitment performance without manually chasing updates.

Client Delivery & Account Management
- Own recruitment delivery against agreed client hiring plans.
- Participate in strategic client conversations where recruitment delivery, scaling or workforce planning is involved.
- Establish realistic hiring timelines based on market data and recruiting capacity.
- Monitor every major account for delivery risk.
- Create recovery plans for accounts falling behind.
- Ensure clients receive accurate, data-driven updates rather than reactive explanations.
- Partner with Account Management to maintain strong client relationships and proactively address delivery concerns.

High-Volume & Rapid Scaling

Linx may need to support clients requiring significant hiring volume within compressed timelines.

The Head of Recruitment must be capable of designing hiring strategies for dozens or hundreds of hires, not simply individual requisitions.

This includes:

- Hiring-event strategy
- Recruitment pods
- Dedicated account teams
- Sourcer/recruiter ratios
- Talent-pool development
- Vendor augmentation
- Geographic sourcing
- Interview capacity planning
- Offer and onboarding coordination
- Ramp forecasting
- Contingency planning

The leader should be able to take a requirement such as We need 300 people in the next 90 days and convert it into a mathematical and operational hiring plan.

Technology, Automation & AI

- Drive adoption of recruitment technology, automation and AI across the hiring lifecycle.
- Use data and technology to reduce manual work and improve recruiter productivity.




- Partner with Linx technology teams to continuously improve recruiting workflows.
- Identify where AI can improve sourcing, screening, interviewing, candidate assessment and pipeline intelligence.
- Ensure technology enhances—not replaces—sound recruiting judgment and candidate experience.

What We're Looking For
- 8–12+ years of recruitment experience, with meaningful leadership responsibility.
- Demonstrated experience managing recruitment teams and managers.
- Strong experience with high-volume and/or multi-client recruitment delivery.
- Experience with RPO, staffing, BPO, GCC or recruitment services environments is strongly preferred.
- Exceptional analytical ability.
- Advanced Excel/Google Sheets skills; experience with recruiting dashboards, ATS reporting and BI tools is highly desirable.
- Strong forecasting and workforce-capacity-planning capability.
- Ability to translate data into operational decisions.
- Strong understanding of recruitment funnels and conversion ratios.
- Demonstrated ability to establish and manage recruiter productivity metrics.
- Strong commercial understanding of recruitment economics.
- Excellent client-facing and executive communication skills.
- Ability to operate effectively in a rapidly growing organization.
- Comfortable being held accountable for measurable outcomes.

The Person We Want

We are not looking for someone whose primary strength is managing recruiter activity.

We want someone who thinks like an operator.

You should naturally look at a recruitment operation and ask:

What does the data tell me

What is going to happen next

Where is the bottleneck

What capacity do I need

What will prevent us from hitting the goal

What is the corrective action

You should be comfortable challenging assumptions with data and making difficult decisions when performance isn't where it needs to be.

You should be equally comfortable discussing a candidate funnel with a recruiter, a delivery forecast with a client, and recruitment economics with the CEO.

First 90 Days

The successful candidate will be expected to:

First 30 Days — Diagnose

Understand every recruiter, client account, open requirement, existing process and technology platform. Establish baseline performance across the recruitment funnel.

Days 31–60 — Build

Implement dashboards, recruiter scorecards, account-level delivery tracking, forecasting models, capacity planning and standardized operating rhythms.

Days 61–90 — Optimize

Identify productivity gaps, restructure resources where necessary, establish predictable hiring forecasts and present leadership with a scalable recruitment operating model.

By Day 90, leadership should be able to see clearly:

Demand → Pipeline → Capacity → Conversion → Hires → Risk → Forecast

without having to chase the recruitment organization for answers.

What Success Looks Like

Success is not measured by how busy the recruitment team appears.

It is measured by whether Linx can predictably deliver hiring outcomes.

We should know what we can deliver, when we can deliver it, what resources are required, where we are falling behind and what action is being taken.

The Head of Recruitment will ultimately be accountable for building a recruiting organization that is analytical, predictable, scalable and relentlessly focused on delivery.

📌 Head of Talent Acquisition (Secunderabad)
🏢 Linx
📍 Secunderabad